File Name: theory x and theory y of motivation .zip
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.
Theory X & Theory Y
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Drashti Kachhia. Show More. No Downloads. Views Total views. Actions Shares. No notes for slide. Theory x and theory y of motivation 1. Theory X Assumptions 1. Employees inherently dislike work and, whenever possible, will attempt to avoid it.
Employees will avoid responsibilities and seek formal direction whenever possible. Most workers place security above all other factors and will display little ambition. Most managers subscribe to this idea. An example is the time clock. You have to clock in partly because the management thinks you'll arrive late and leave early if you don't.
Theory Y Assumptions 1. Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives.
The average person can learn to accept, even seek, responsibility. The ability to make innovative decisions is widely dispersed throughout the population. Theory Y assumes that higher-order needs dominate individuals. She can paint at 2AM for all you care - as long as you get art by the deadline.
People cannot be put on two extremes. No enterprising man belongs either to Theory X or Theory Y. But all people do not see motivation in the job. The management has to motivate people to work. The End!! Lintels For more….
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Theory X and Theory Y
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 […]. The second, often called the participative approach, focuses on the desirability of involving organization members in decision making so that they will be more highly motivated. The classical organizational approach that McGregor associated with Theory X does work well in some situations, although, as McGregor himself pointed out, there are also some situations where it does not work effectively. At the same time, the approach based on Theory Y, while it has produced good results in some situations, does not always do so. That is, each approach is effective in some cases but not in others.
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.
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.
Theory X and Theory Y of Motivation by McGregor
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.
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