![]() People hate authority and in most cases rebel These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. This is because most of the people are creative and committed to meeting the needs of the organization they work for. They believe that most of the people are high performers in a proper work environment. Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees.These managers, therefore, tend to be authoritarian. There is one word to describe Theory X managers: distrust. They will also avoid taking responsibility and initiative. As a result, they dislike their work and will try to avoid it. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for.Theory X and Theory Y are created and developed byDouglas McGregor at the MIT Sloan School of Management in the 1960sAccording to McGregor, there are the following two types of managers:
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