Critically evaluate mcgregors theory x and
Mcgregors theory x and y in the 1960’s, douglas murray mcgregor, a famous mit professor of management wrote a book named “the human side of enterprise” in which he analyzed the various behaviors of professionals at workthere are two theories, ie (theory x and theory y), introduced in the book and are known for management and human motivation. Theory x is referred to as optimistic and theory y as pessimistic (montana and charnov 2000, p 26), others labeled theory x as negative and theory y as positive (robbins et al1998, p 202) and according schein (1970, p5) mcgregor called theory x as “hard approach” and theory y as “soft approach. The theory x and y was developed by douglas murray mcgregor a social psychologist in his classic book the human side of enterprise mcgregor's model suggests that there are two fundamental approaches to managing people the authoritarian style of management and the democratic style of leardership. The theory x and y leadership model was developed 50 years ago and has been validated by modern research the model was proposed by social psychologist douglas mcgregor in his classic book “the human side of enterprise.
The first being theory y mangers and theory x managers (waddell, jones, george 2010, p49) in this essay i will elaborate more on the douglas mcgregor’s theory x and y as well as how the theory has added value in the methods of the management that manager’s today use to reach organizational goals. Theory x is based on a pessimistic view of employee motivation and behavior, while theory y is based on an optimistic view of employee motivation and behavior theory x managers believe employees. Mcgregor developed two theories of human behaviour at work: theory and x and theory y he did not imply that workers would be one type or the other rather, he saw the two theories as two extremes - with a whole spectrum of possible behaviours in between.
The theory states that the employee will work toward a believed achievement if that achievement garners a reward and the reward is valued managers can set the tone for achievement and rewards. Mcgregor’s ideas suggest that many managers tend towards theory x, and generally get poor results on the contrary, enlightened and successful managers use theory y, which produces better performance and results, and allows people to grow and develop in their roles. Mcgregor’s theory x and theory y were the foundation of the human side of enterprise theory x is based on a philosophy that does not treat employees as human beings and that is implemented by a dictatorial style of management.
Theory x managers (or indeed theory y managers displaying theory x behaviour) are primarily results oriented - so orientate your your own discussions and dealings with them around results - ie what you can deliver and when. For more detailed info on mcgregor's work in employee management theory, review the lesson called theory x & theory y: two types of managers this lesson goes over these additional learning goals. 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. Theory x and theory y to understand the word motivation and its implications, it is the responsibility of the managers to be aware of the behavior of people and the way of thinking of these people the study of human mind and behavior is important to learn about implication of motivation.
Critically evaluate mcgregors theory x and
Difference between theory x and theory y of motivation and its critical appraisal critical appraisal: mcgregor’s theory of motivation is simple it helped to crystallise and put into right perspective the findings of the hawthorne experiments it has generated wide ranging and lasting interest in the field of motivation. Theory x and theory y in 1960, douglas mcgregor formulated theory x and theory y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as theory x and the other is positive, so called as theory y. Theory x and theory y were first introduced in the early work of douglas mcgregor mcgregor’s work made a significant impact on managerial thought it appeared at a time when the behavioral sciences were playing an increasing role in how managers thought about their work it was a period. Theory x and theory y douglas mcgregor (1906 - 1964) is one of the forefathers of management theory and one of the top business thinkers of all time he was a social psychologist who became the president of antioch college.
- One psychologist, douglas mcgregor, categorized people’s motivations into two broad categories: theory x and theory y theory x and theory y were developed in the 1960’s and describe two different, almost opposite, attitudes to motivation in the workplace.
- Critically evaluate mcgregor’s theory x and theory y how far is it applicable to management and employee motivation in contemporary chinese organizations in the modern corporation environment, employees’ motivation plays a pivotal role, thus they should be recognised as a significant part of corporations’ financial assets.
Read this article to learn about the herzberg’s motivation-hygiene theory, its factors and critical analysis introduction to the theory: fredrick herzberg and his associates developed the motivation hygiene theory, commonly known as the two factor theory, in the late 1950s and early 1960s. Douglas mcgregor’s theory x and theory y as far as mcgregor was concerned, this was a starting place, not a definitive set of universal rules to be adopted without question. - douglas mcgregor’s theory x and theory y biography of douglas mcgregor douglas mcgregor was born on 1906 in detroit, america in 1895, it was here that his grandfather, thomas mcgregor started his business and given its name as, mcgregor institute.