Zum einen die Per­son X, die von Natur aus faul und unwillig ist. Work is as natural as play or rest.2. I regret that now. Douglas McGregor’s Theory X and Theory Y are use for identify type of manager by divide leader or manager into two groups (Theory X and Y), according to how leader’s manage their employees and how they believe what driven their employees by nature. DOUGLAS MCGREGOR’S THEORY X AND THEORY Y. December 2013; CRIS - Bulletin of the Centre for Research and Interdisciplinary Study 2013(2) DOI: 10.2478/cris-2013-0012. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. The business provides assistance to Great Lakes sailors and other transient labour. DOUGLAS MCGREGOR’S THEORY X AND THEORY Y. December 2013; CRIS - Bulletin of the Centre for Research and Interdisciplinary Study 2013(2) DOI: 10.2478/cris-2013-0012. X-Y-Theorie Definition. Douglas McGregor’s theory incorporates both internal and external motivation. Er wurde berühmt durch seine Formulierung der „Theorie X“ (autoritäres Management) und der „Theorie Y“ (partizipatives Management), die er erstmals 1960 in seinem Buch The Human Side of Enterprise vorstellte. Each assumes that the manager’s role is to organize resources, including people, to best benefit the company. McGregor describes Theory X as the dominant view: people ar seem as lazy, not very capable, unwilling to work (unless you make them work), opportunistic and prepared to deceive (providing they think they won't be caught). Motivation occurs only at the physiological and security levels of Maslow’s Needs Hierarchy. McGregor was a student of Abraham Maslow. He was a strong supporter of Theories X and Y, and he put Theory Y (that people want to work, achieve and take responsibility) into practice in a Californian electronics factory. As such, it is these higher-level needs through which employees can best be motivated. 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. Numerous online tests are available which can help you see exactly where your organization stacks up against McGregor management theory. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. Jahrhunderts lebte. ‎In this episode, we examine Douglas McGregor’s most famous work, The Human Side of Enterprise, that proposed two “theories” encapsulating management assumptions about human behavior. Under the right conditions workers actively seek responsibility, take initiative and make creative decisions.4. While in high school, McGregor worked as night clerk at the McGregor Institute, a family affair originally established by his grandfather, but managed by his father and his uncle to provide temporary accommodation for around 100 transient workers at a time. His Theory X described the dominant thinking of the 1950s, where managers held a … Douglas Murray McGregor (* 1906 in Detroit; † 1. Each assumes that the manager’s role is to organize resources, including people, to best benefit the company. Nicht nur die Menschenbilder sind entscheidend für den Erfolg von Führungskräften. Aus diesem Grund zerlegt man die X-Y-Theorie meistens in eine X-Theorie und eine Y-Theorie. Menschenbilder in der Führung voneinander ab: Theorie X und Theorie Y. Folgende Tabelle stellt beide vor und gibt eine Definition der entsprechenden Menschenbilder und inneren Haltung. Jahrhunderts lebte. Looking for the best CRM software? In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. Jahrhunderts lebte. Most people have little aptitude for creativity in solving organizational problems. Once those needs have been satisfied, the motivation is gone. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. Many websites provide valuable information about McGregor theory. Douglas McGregor's Theory X and Theory Y. The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. Dabei finden sich auf einer Seite des Extrems Führungskräfte, die Theorie X annehmen. Unfortunately, employees can be most productive when their work goals align with their higher level needs. Douglas McGregor offers us two theories for the price of one: Theory X & Theory Y. Workers who are engaged and fulfilled actually enjoy their work.3. Known as an influential figure in management theory, organizational communication, and organizational studies, Douglas McGregor was a professor at Massachusetts Institute of Technology, where he was a vocal advocate of the human relations approach. Drawing on Maslow’s Hierarchy of Needs, McGregor argues that a need, once satisfied, no longer motivates. His Theory X described the dominant thinking of the 1950s, where managers held a … Learn more. rial assumptions. Douglas McGregor’s theory x and y: Toward a Boundary conditions. (Theory X and Theory Y), introduced in the book and are known for management and human motivation. They can only be made to get results at work by the application of coercive methods and by direction. Als letzte Inhalts Theorie behandeln wir in diesem Kapitel die X-Y-Theorie des MIT-Professors Douglas McGregor. How Companies Can Change Their Culture to Attract... 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