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Douglas mcgregor theory x theory y pdf files10/27/2022 ![]() ![]() and Varambally K.V.M.(2006), Security Issues in Online Financial Transactions with Special Reference to Banking Industry. #Douglas mcgregor theory x theory y pdf files freeRogers, E.M., (1995), ‘Diffusion of Innovation’, the Free Press, NY.Ħ. M., (2016) Organizational Behaviour in 21st Century – ‘Theory A’ for Managing People for Performance, Manegma -2016, Proceedings of National Conference, May 2016, Downloaded from. L., Hierarchies, clans and theory Z: A new perspective on organization development. ![]() Pearson Education Inc., New Jersey: 2008. The paper also considers the impact of theory A on modern organizational performance.ġ. ![]() In this paper, we have made an attempt to compare these four human motivational theories.A model framework for implementation of theory A in an organization is also discussed. In 21st century, due to changes in business models, automation of production process, changes in technology & business environment, and changes in people perception, organizations are transforming into global entities - a new theory in organizational behaviour called Theory A (Theory of Accountability) has been developed. The above three theories were developed based on research conducted in various production Theory Z of William Ouchi focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. The best way to manage them is to manage as little as possible. They long to grow and assume responsibility. Theory Y maintains that human beings are active rather than passive shapers of themselves and of their environment. Theory X says that the average human being is lazy and self-centred, lacks ambition, dislikes change, and longs to be told what to do. Satisfying extrinsic factors is an all too commonly attempted method for motivating workers, but theory shows that these efforts cannot lead to motivated workers.Organizational Behaviour in the context of people management consists of several theories in which Theory X, Theory Y,Theory Z are the newly introduced.Theory X and Y were created and developed by Douglas McGregor in the 1960s. ![]() Reward systems must correspond to intrinsic factors if employees are to be motivated. It is based on the assumption that self-direction, self-control, and maturity control motivation. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. McClelland's need for achievement underlies Maslow's self-actualization. He further states that the motivational factors can cause satisfaction or no satisfaction while the hygiene factors cause dissatisfaction when absent and no dissatisfaction when present, both having magnitudes of strength. Herzberg states that satisfaction and dissatisfaction are not on the same continuum and are therefore not opposites. Maslow states that people are motivated by unmet needs which are in a hierarchical order that prevents people from being motivated by a need area unless all lower level needs have been met. A review of the classical literature on motivation reveals four major theory areas: (1) Maslow's Hierarchy of Needs (2) Herzberg's Motivation/Hygiene (two factor) Theory (3) McGregor's X Y Theories and (4) McClelland's Need for Assessment Theory. The strongest influence in this area is motivation because it overlaps into both of the other two components. Job satisfaction, motivation, and reward systems are included in one area of organizational theory. ![]()
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