Theory X and Theory Y From Wikipedia‚ the free encyclopedia This article may require copy editing for grammar‚ style‚ cohesion‚ tone‚ or spelling. You can assist by editing it. (October 2014) Theory X and Theory Y are theories of human motivation‚ created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s‚ that have been used in human resource management‚ organizational behavior‚ organizational communication and organizational development. They describe two contrasting
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Theory X and Theory Y represent two sets of assumptions about human nature and human behavior that are relevant to the practice of management. Theory X represents a negative view of human nature that assumes individuals generally dislike work‚ are irresponsible‚ and require close supervision to do their jobs. Theory Y denotes a positive view of human nature and assumes individuals are generally industrious‚ creative‚ and able to assume responsibility and exercise self-control in their jobs. One would
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Theory X and Theory Y Understanding Team Member Motivation What motivates employees to go to work each morning? Many people get great satisfaction from their work and take great pride in it; Others may view it as a burden‚ and simply work to survive. This question of motivation has been studied by management theorists and social psychologists for decades‚ in attempts to identify successful approaches to management. Social psychologist Douglas McGregor of MIT expounded two contrasting theories
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Theory X and Theory Y After World War II there were several studies performed that ultimately revealed how assumptions about workers’ attitudes and behaviors affect managers’ behavior. In the 1960s one of the most influential approaches was created and developed by Douglas McGregor at the MIT Sloan School Of Management. He proposed two sets of assumptions about how work attitudes and behaviors not only dominate the way mangers think but also affect how they behave in organizations. He named these
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Evaluating the Theory of Constraint and Queuing Theory Abstract The Theory of Constraints and the Queuing Theory is something that all forms of businesses should be looking to exploit. The Theory of Constraints contends that all businesses have some form of constraint that keeps them from working at optimum efficiency. These constraints are found‚ reviewed‚ and corrected by a simple process of finding what to change‚ what to change to‚ and how to cause the change. The Queuing Theory can be applied
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BLC 122 THEORIES OF COMMUNICATION TOPIC: NARRATIVE THEORY CONTENTS PAGE 1. Critical writing 1.1. Definition 3 1.1.1. Narrative Paradigm 3-4 1.1.2. Good reasoning 4 1.1.3. Narrative Rationality‚ Coherence and Fidelity 4-5 2. Weaknesses of the theory 6-8 3. Strength of the theory 8-10 4. Examples of the theory 4.1. Article about Narrative Theory 11-14 4.2. Participation Observation & Interview 4.2.1. Respondent Background
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Humanistic Theory and Trait Theory My research was comparing the Humanistic Theory and Trait Theory. Humanistic Theory is based on the ability for individuals to be able to uniquely diverse with our own prospective on life. It evaluates how an individual’s choice can affect their decision making and how the decisions can take a positive or negative effect to the conclusion of that choice. It also focuses on how we allow others to manipulate us into believing what our self worth is‚ if we are capable
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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. He later became a professor of management at Massachusetts Institute of Technology (he was succeeded by Warren Bennis). His book The Human Side of Enterprise (1960) had a profound influence on the management field‚ largely due to his Theory X and Theory Y. McGregor developed
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Part A Section (i) The articles chosen for this essay paper were “Corporate Environmental Reporting: A test of legitimacy theory” by Trevor D. Wilmshurst and Geoffrey R. Frost and “The Stakeholder Theory: Concepts‚ Evidence and Implications” by Thomas Donaldson and Preston Lee. There were several factors that contributed to my choosing these particular articles for my study. First and foremost‚ these articles were both peer reviewed and the journals they were sourced from‚ namely the
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The X Theory and Y Theory Douglas McGregor‚ a social psychologist‚ introduced us to his famous X-Y Theory in his 1960 book The Human Side of Enterprise. Theory X and Theory Y are most commonly referred to in the field of management and employee motivation. McGregor’s theories‚ although over 40 years old‚ remain a basic principle from which to develop positive management. Both the X and the Y theories begin with the premise that management’s role is to assemble the factors of production. Theory X assumes
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