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18 Αυγ 2024 · Thus, a more rigid approach, such as through supervision, reward, and punishment, is more effective in directing them to do their jobs and achieve what the company wants. Following are their characteristics: More motivated by extrinsic drives when working, such as through rewards and punishments.
20 Μαΐ 2024 · Theory Y is radically different. Here, the leader believes that staff are inherently motivated to do a good job and, with the right circumstances, can deliver on realistic and shared goals. McGregor recognized that most leadership teams sit somewhere on a continuum between Theory X and Theory Y.
The concept of Theory X and Theory Y was developed by social psychologist Douglas McGregor. It describes two contrasting sets of assumptions that managers make about their people: Theory X – people dislike work, have little ambition, and are unwilling to take responsibility.
The paper also addresses two major contemporary issues, namely, the relation of Theory Y management to today's positive change theories based on social construction, and the question of the universal/global applicability of Theory Y. Design/methodology/approach.
In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management.
11 Φεβ 2023 · Theory Y management. Theory Y says that team members find meaning and dignity in their work and, as a result, perform well without much supervision. These employees are motivated by an internal drive, can work independently, and are expected to produce high-quality work.
The principles of Theory X and Theory Y have far-reaching implications for organizational behavior and management practices. When applied effectively, these theories can profoundly influence the culture, morale, and productivity of an organization.
