What was the contribution of mcgregor

Module Motivating Employees. Search for:. Theory X Management According to McGregor, Theory X leadership assumes the following: Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible.

Most people are not ambitious, have little desire for responsibility, and prefer to be directed. Most people have little aptitude for creativity in solving organizational problems. Most people are self-centered.

As a result, they must be closely controlled and often coerced to achieve organizational objectives Most people resist change. Most people are gullible and unintelligent. Theory Y The higher-level needs of esteem and self-actualization are continuing needs in that they are never completely satisfied. In strong contrast to Theory X, Theory Y leadership makes the following general assumptions: Work can be as natural as play if the conditions are favorable.

People will be self-directed and creative to meet their work and organizational objectives if they are committed to them. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. The capacity for creativity spreads throughout organizations. Most people can handle responsibility because creativity and ingenuity are common in the population.

Under these conditions, people will seek responsibility. XY Theory Management Application: Business Implications for Workforce Motivation If Theory Y holds true, an organization can apply these principles of scientific management to improve employee motivation: Decentralization and Delegation —If firms decentralize control and reduce the number of levels of management, managers will have more subordinates and consequently will be forced to delegate some responsibility and decision making to them.

Participative Management —Consulting employees in the decision making process taps their creative capacity and provides them with some control over their work environment. Connect with a consultant who can help you implement Douglas McGregor theory Consultants with knowledge and experience in the Douglas McGregor motivational theory can guide you in maximizing the benefit of his principles in your own company's unique environment.

Put McGregor's theory of management to work for your company Leadership and management training based on Douglas McGregor X Y theory can help you engage your employees' creativity and initiative in support of shared goals. Most management theorists today agree that Douglas McGregor's Theory X and Theory Y somewhat exaggerate the contrasts in management's view of workers, but the real value of McGregor's theories lies in the way they reveal just how much leadership depends on perception and expectation.

Business Basics. Experts agree that the self-management aspect of Holacracy lends Do you want more millennials to join and remain loyal to your Poor relationships in the workplace can be detrimental to the Reduce Environmental Impact: How to Develop a How to develop a corporate sustainability program: Strategize to Properly supporting and managing your remote employees is critical People have an inherent dislike for work and will avoid it whenever possible.

People must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve the organizational objectives. People prefer to be directed, do not want responsibility, and have little or no ambition. People seek security above all else. Theory Y With Theory Y assumptions, management's role is to develop the potential in employees and help them to release that potential towards common goals.

Work is as natural as play and rest. People will exercise self-direction if they are committed to the objectives they are NOT lazy. Commitment to objectives is a function of the rewards associated with their achievement. People learn to accept and seek responsibility. Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem.