THEORY X‚ Y AND Z IN NURSING ADMINISTRATION According to Mc Gregor‚ the traditional manager in a bureaucracy operates on a set of assumptions about human nature and human behaviour‚ which was called as Theory X. Accordingly‚ his assumptions are the following: (1) the average human being has an inherent dislike of work and will avoid it‚ if he can‚ when possible; (2) Because of dislike of a work‚ most people must be coaxed‚ controlled‚ directed‚ threatened with punishment to get through
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associated with employee motivation (Geren‚ 2011). Therefore‚ applying appropriate motivation theories is attaching much attention in China than before. As a prime example of Western motivation theories‚ McGregor states that every management method is based on an assumption of human nature and behavior at work in theory X and Y (McGregor‚ 2000). Whereas theory X emphasizes on strategies of control‚ theory Y focus motivators more on individual goals. In spite of numerous criticisms that query the certainty
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Critically evaluate McGregor ’s Theory X and Theory Y. How far is it applicable to management and employee motivation in contemporary Chinese organizations? During the 1960s the number of psychologists invented motivational theories‚ which aimed to increase organizations’ productivity. One of those is McGregor’s Theory X and Theory Y‚ in which he claimed that people can be managed in two extremes‚ based on the grounds of their needs. After publishing his work had a significant impact on management
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Mc Gregor’s Theory X and Theory Y Two distinct sets of assumptions that managers in general‚ have about their employees and which often turn out to be self-fulfilling prophesies. Theory X assumptions are that most people dislikes work and will avoid it to the extent possible‚ therefore they must be continually coerced‚ controlled‚ and threatened with punishment to get the work done‚ and that they have little or no ambition‚ prefer to avoid responsibility‚ and choose security above everything
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“Theory X and Theory Y” of Douglas McGregor : McGregor‚ in his book “The Human side of Enterprise” states that people inside the organization can be managed in two ways. The first is basically negative‚ which falls under the category X and the other is basically positive‚ which falls under the category Y. After viewing the way in which the manager dealt with employees‚ McGregor concluded that a manager’s view of the nature of human beings is based on a certain grouping of assumptions and that he
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psychologist formulated a theory that has changed the path of management thinking and practice. He proposed two sets of assumptions about employee ’s attitude and behaviour‚ so the manager will be in a better position to manage the workers and achieve organizational goals. McGregor named these assumptions as Theory X and Theory This essay would examine the pros and cons of this theory of employee motivation‚ followed by writer ’s opinion. (McGregor‚ 1960) Theory X: According to Theory X‚ Managers assume
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Hawthorne Experiment. Advantages: During the experiment the performance of the group has increased (Not because of improving conditions‚ but because of the communication and collaboration) Disadvantages: there were personnel changes‚ that is the workers hostile watching the situation changed for those who would like to work in such conditions (that is attended only those workers who are more willing‚ not all workers) Conclusion: This experiment showed that workers are willing to actively
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The Hawthorne effect is an increase in worker productivity produced by the psychological stimulus of being singled out and made to feel important. It is a term referring to the tendency of some people to work harder and perform better when they are participants in an experiment. Individuals may change their behavior due to the attention they are receiving from researchers rather than because of any manipulation of independent variables. The Hawthorne experiments took place from 1927 to 1933 in
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Organizational Theory Professor Elmer P. Nacua July 20‚ 2013 LEARNING INSIGHTS ON THEORY X / Y / Z AND MASLOW’S HEIRARCHY OF NEEDS McGregor’s Theory X / Y and William Ouichi’s Theory Z I can say that Theory X presents the pessimistic view of employees’ nature and behaviour at work‚ while Theory Y presents the optimistic view. With reference to Maslow’s theory‚ Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs; while Theory Y is based on
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How would I solve this problem using Maslow’s motivational theory? Abraham Maslow believed that to understand motivation at work‚ we much understand human motivation in general and he felt motivation arose from workers’ needs. These needs included: Physiological needs‚ safety needs‚ social needs‚ esteem needs‚ and self-actualization needs. He felt that if these needs were met with the worker their motivation would provide a workplace that enabled employees to fulfill their own unique potential
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