(1)In his 1960 book, The Human Side of Enterprise, Douglas McGregor proposed two theories by which to view employee motivation. He avoided descriptive labels and simply called the theories Theory X and Theory Y. (1)Theory X assumes that the average person: dislikes work and attempts to avoid it, has no ambition, wants no responsibility, and would rather follow than lead. Is self-centered and therefore does not care about organizational goals, resists change, is gullible and not particularly intelligent. (1)Theory Y makes the following general assumptions: work can be as natural as play and rest, people will be self-directed to meet their work objectives if they are committed to them, people will be committed to their objectives if rewards are in place that address higher needs such as self-fulfillment, under these conditions, people will seek responsibility and most people can handle responsibility because creativity and ingenuity are common in the population. (2)Human relations are important to the development and long term sustainability of organizations, can be classified into two main points as follows: •
Industrial relations, or human relations which results from the meetings of management and workers. •
The personal or human relationships which spring up, grow and exist in any work place environment. The possibility that the policy of improved human relations may be pursued solely because of its effect on productivity, and not from the more fundamental motive of producing a correct and balanced attitude to the personal and social needs of the workers. (c)Tough is hard to do an absolutism as Theory X will do, such as not caring too much about employees needs because as Theory X points out that the average worker is assumed to work just for the money and security. Sometimes there is no time to satisfy employee’s needs because there are more important situations around, as consulting employees before making decisions I think the manager has to be capable to...
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