Define Motivation. Critically evaluate contribution of Mc Gregor to Motivation.
Define Motivation. Critically evaluate contribution of Mc Gregor to Motivation.
Asn 4) Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it.
Douglas McGregor proposed two theories about employee motivation based on two very different sets of assumptions that managers hold towards workers. Learn more about the assumptions and validity of McGregor's employee motivation theories and take a quiz to test your knowledge.
Theory X and Theory Y pertain to employee motivation and have been used in human resource management, organizational behavior analysis, and organizational development.
Description of Theory X
In this theory management assumes employees are inherently lazy and will avoid work if they can. Because of this, workers need to be closely supervised and comprehensive systems of control put in place. A hierarchical structure is needed, with narrow span of control at each level, for effective management. According to this theory employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can.
The managers influenced by Theory X believe that everything must end in blaming someone. They think most employees are only out for themselves and their sole interest in the job is to earn money. They tend to blame employees in most situations, without questioning the systems, policy, or lack of training which could be the real cause of failures.
Managers that subscribe to Theory X tend to
Asn 4) Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it.
Douglas McGregor proposed two theories about employee motivation based on two very different sets of assumptions that managers hold towards workers. Learn more about the assumptions and validity of McGregor's employee motivation theories and take a quiz to test your knowledge.
Theory X and Theory Y pertain to employee motivation and have been used in human resource management, organizational behavior analysis, and organizational development.
Description of Theory X
In this theory management assumes employees are inherently lazy and will avoid work if they can. Because of this, workers need to be closely supervised and comprehensive systems of control put in place. A hierarchical structure is needed, with narrow span of control at each level, for effective management. According to this theory employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can.
The managers influenced by Theory X believe that everything must end in blaming someone. They think most employees are only out for themselves and their sole interest in the job is to earn money. They tend to blame employees in most situations, without questioning the systems, policy, or lack of training which could be the real cause of failures.
Managers that subscribe to Theory X tend to