Theory X And Theory Y Of Motivation Pdf

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During the past 30 years, managers have been bombarded with two competing approaches to the problems of human administration and organization. The first, usually called the classical school of organization, emphasizes the need for well-established lines of authority, clearly defined jobs, and authority equal to responsibility. The second, often called the participative approach, focuses on […].

Beyond Theory Y

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. See our Privacy Policy and User Agreement for details. Published on Jun 20, Theory X and Theory Y are theories of human work motivation and management. SlideShare Explore Search You.

Douglas McGregor expressed his views of human nature in two sets of assumptions. Theory X stands for the set of traditional beliefs held, while Theory-Y stands for the set of beliefs based on researchers in behavioral science which are concerned with modern social views on the man at work. These two theories represent the extreme ranges of assumptions. Managers who accept theory-X assumptions tend to structure, control and closely supervise their employees. These managers think that external control is appropriate for dealing with unreliable, irresponsible and immature people. Management by direction and control may not succeed as it is a questionable way of motivating people whose physiological and safety needs are reasonably satisfied and whose social, esteem and self-actualization needs are becoming predominant.

Theory X and Theory Y are theories of human work motivation and management. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management , organizational behavior , organizational communication and organizational development. Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. McGregor also believed that self-actualization was the highest level of reward for employees. Theory X is based on assumptions regarding the typical worker.

Theory X and Theory Y

Motivation is a huge part of success in life. No matter what it is that you are doing, you have to have the proper motivation if you are going to succeed in the end. This applies to individual pursuits in your life, and it certainly applies to business. For you as a business owner or manager, you have to think carefully about the motivation that is present for your employees on a day to day basis. Is your team properly motivated, and what it is that motivates them in the first place? To get to the bottom of these important questions, you can look to the help of Theory X and Theory Y.

Theory X and Theory Y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. Perhaps the most noticeable aspects of McGregor's XY Theory - and the easiest to illustrate - are found in the behaviours of autocratic managers and organisations which use autocratic management styles. Typically characteristics for an X-Theory manager are most or all of these:. Working for an X theory boss isn't easy - some extreme X-Theory managers make extremely unpleasant managers, but there are ways of managing these people upwards. Avoiding confrontation unless you are genuinely being bullied, which is a different matter and delivering results are key tactics.

Never miss a great news story! Get instant notifications from Economic Times Allow Not now. Key result areas or KRAs refer to the general metrics or parameters which the organisation has fixed for a specific role. Description: Key result areas KRAs broadly define the job profile for the employee and enable them to have better clarity of their role. KRAs should be well-defined, quantifiable, an. It is a framework for relationship-building, developing positivism, and achieving excellence.


The Theory X and Theory Y are the theories of motivation given by Douglas McGregor in 's. These theories are based on the premise that management has.


Beyond Theory Y

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Theory X & Theory Y

 Aeropuerto? - повторил человек, внимательно следя за движением губ Двухцветного в зеркале.

Могла бы не напоминать, - подумал. Мидж подошла к его столу. - Я ухожу, но директору эти цифры нужны к его возвращению из Южной Америки. То есть к понедельнику, с самого утра.  - Она бросила пачку компьютерных распечаток ему на стол.

Это была вынужденная мера. Фонтейн почти во всем полагался на Стратмора и верил в его план, в том числе и в достойную сожаления, но неизбежную необходимость устранять Энсея Танкадо и в переделку Цифровой крепости, - все это было правильно. Но одно не давало Фонтейну покоя - то, что Стратмор решил прибегнуть к услугам Халохота. Тот, конечно, был мастером своего дела, но наемник остается наемником. Можно ли ему доверять.

Какими же программами он пользовался. Открыв меню последних программ, она обнаружила, что это был сервер электронной почты. Сьюзан обшарила весь жесткий диск и в конце концов нашла папку электронной почты, тщательно запрятанную среди других директорий. Открыв ее, она увидела несколько дополнительных папок; создавалось впечатление, что у Хейла было множество почтовых адресов.

Theory X and Theory Y of Motivation by McGregor

Я же сказал тебе… - Но это была не Мидж. Джабба удивленно заморгал.

 Странное? - Он начал беспокоиться.  - Можешь выражаться яснее. Две минуты спустя Джабба мчался вниз к главному банку данных. ГЛАВА 85 Грег Хейл, распластавшись, лежал на полу помещения Третьего узла. Стратмор и Сьюзан отволокли его туда через шифровалку и связали ему руки и ноги толстым кабелем от одного из лазерных принтеров.

 - Пожалуй, я куплю тебе билет. Белокурая девушка смотрела на него недоверчиво. - Вы это сделаете? - выдавила она, и глаза ее засветились надеждой.

Почему-то ему казалось, что этот филологический ребус Сьюзан не обрадует. - Хочу тебя обрадовать. Когда я летел домой, - сказал он, желая переменить тему, - я позвонил президенту университета.

1 Response
  1. Jude B.

    PDF | Leadership style and organizational performance have been on the impact on organizational performance of Theory X and Theory Y type leadership market, traditional and motivational leadership style clashes, and.

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