Key Difference – Theory X vs Theory Y
Theory X and Theory Y were introduced in 1960 by Douglas McGregor, an American social psychologist in his book ‘The Human Side of Enterprise.’ This is one of the most famous motivational theories in management. In combination, both approaches are referred to as Theory XY. Theory XY remains central to organizational development, and to improving organizational culture and is developed based on the basis that there are fundamental approaches to managing people based on their characteristics. The key difference between Theory X and Theory Y is that理论X假定员工不喜欢工作。他们想避免它,不想承担责任然而Theory Y假设员工是自我激励的,并且在责任方面蓬勃发展。
内容
1。概述和关键差异
2。什么是理论x
3。什么是理论
4。并排比较 - 理论X与理论y
5。Summary
什么是理论x?
理论X假定员工不喜欢工作。他们想避免它,不想承担责任。理论X也被称为'权威管理风格’麦格雷戈(McGregor)认为,理论X员工必须受到控制和强迫,因为他们只有经济奖励才能激励。
Due to the above characteristics of the employees, managers have to impose duties on them to get the work done and supervise them on a continuous basis. In the 20th century, Theory X management style dominated many businesses where the managers perceived that the employees had the above-described traits. In such environments, employees were not motivated to achieve quality and improvement and career progression. Later, Theory X has been considered as a negative way of dealing with employees due to the inherent negative aspects of the theory. Due to this reason, it is very difficult to achieve organizational excellence since the human capital does not adequately support the same.
直接监督和对实现目标的强调可能适合与制造有关的组织。但是,这种方法在服务相关组织中很难采用。
什么是理论Y?
Also referred to as‘参与性管理风格,’理论假设员工是自我激励的,并且在责任上蓬勃发展。理论Y员工致力于工作,因此需要最低限度的监督。它们是由财务奖励和非财务奖励(例如授权和团队合作)结合的。
Managers are likely to give more responsibilities and empower Theory Y employees since they are committed to their work and are enthusiastic about performing well. Further, since they are not motivated by financial rewards alone, it is important to get them involved in the decision-making process. Imposition of decisions on theory Y employees will lead to their dissatisfaction, and this will negatively affect organizational performance. Theory Y approach to management has gained increased popularity compared to theory X approach since the objectives of the organization can be better linked to the objectives of the employees. Teamwork, quality circles, and brainstorming sessions are used in theory Y organizations in order to provide platforms for employees to share their ideas and opinions.
理论X和理论Y有什么区别?
理论X与理论Y |
|
理论X假定员工不喜欢工作。他们想避免它,不想承担责任。 | 理论假设员工是自我激励的,并且在责任方面蓬勃发展。 |
管理风格的本质 | |
Theory X is an authoritative management style. | 理论Y是一种参与性的管理风格。 |
患病率 | |
理论X是20日的主要管理风格Thcentury. | 现代组织越来越多地采用理论管理风格。 |
动机 | |
Theory X employees are mainly motivated by financial rewards. | 非财务奖励是理论员工的主要动机。 |
摘要 - 理论X与理论y
理论X和理论Y之间的区别在于,理论X员工与负面特征有关,而理论Y员工与积极特征相关。通常,受理论X影响的许多经理通常会产生差的结果。另一方面,管理者使用理论Y会产生更好的性能和结果,并使人们能够成长和发展。但是,一些学者和从业者批评理论XY是一种管理方法,因为他们认为员工根据每种情况都具有负面和积极的特征。因此,应使用情境管理样式以生成最佳结果。
参考:
1.“理论X和理论Y:了解人们的动机。”Mindtools.com的团队管理培训。N.P.,N.D。网络。2017年4月28日。
2。Ho, V. T. “Social Influence On Evaluations Of Psychological Contract Fulfillment.” Academy of Management Review 30.1 (2005): 113-28. Web.
3.“理论X和理论Y的优势和缺点是什么?”理论X和理论Y的优点和缺点是什么?- 模糊。N.P.,N.D。网络。2017年4月28日。
图片提供:
1. MartinAdámek,www.adamek.cz,Náchod,捷克共和国 - 马丁·阿达梅克(MartinAdámek)(CC由3.0)通过下议院维基梅迪亚
Leave a Reply