The Human Side Of Enterprise By Mcgregor Summary
analytical Essay
737 words
In the article entitled “The Human Side of Enterprise” by Douglas Murray McGregor , McGregor stated that industry has fundamental know how to utilize physical and technology science. The conventional view of management consisted of three propositions which are called Theory X (Shafritz & Hyde,2012).
-Management is responsible for organizing the elements of productive enterprise which are material, money, and people interested in economic.
-With the respect to people this is a process of directing their efforts, them controlling their actions , and modifying their behavior.
- Without this activate intervention by management , people would be passive, even resistant to organizational needs.
It is some benefits to the conventional theory which are the average man is by nature indolent, he lacks ambitions, he is by nature resistant to change. It is also two different approaches to management is hard
…show more content…
In this essay, the author
- Explains douglas murray mcgregor's article entitled "the human side of enterprise" that industry has fundamental know-how to utilize physical and technology science. the conventional view of management consisted of three propositions called theory x.
- Explains that management is responsible for organizing the elements of productive enterprise which are material, money, and people interested in economic.
- Evaluates the needs of the human being when it comes to business organization. the first concept of needs is physiological needs.
- Explains that the carrot and stick approach is the theory of motivation and helps individuals meet their physical and safety needs.
- Explains that management is responsible for organizing the elements of productive enterprise money, materials, equipment, and people. people are not by nature passive or resistant to organizational needs.
- Explains that the essential task of management is to arrange organizational conditions and methods of operation so that people achieve their goals.
- Explains that in order for theory y to be successful in the organization, individuals need to adopt approaches such as decentralization and delegation.
The first concept of needs is physiological needs. Man’s needs are to have the ability to be organize . The best way to be organize is hierarchy. At the lowest level , it is important for person to have pre-eminent. A person at the lower levels needs to provide a shelter and food . Another need to that needs to fulfill is safety needs. A man’s need to feel safe from danger, threat , and deprivation. In organization , employees needs to feel safe from discrimination and unpredictable administration . Social needs is another aspect a person need in business. A person needs to belong by accept from their co-workers, and management. It is also important for manager to motivate their employees . Ego needs are important as well. It is important for employee to have high self -confidence and self -esteem . Employees needs to have self-fulfillment ( when a person discovered potential). It is important for person be motivate because they will have confidence to complete
Related
- analytical
- explanatory
- opinion
- argumentative
- Theory X and Theory Yanalytical essayIn contrast, Theory Y holds the view that work can be child’s play. People are committed, can work autonomous and still reach their work objectives, act responsible and are creative in fulfilling their tasks and dealing with problems. In principle, Theory X and Y are managerial theories, they reflect the propositions managers hold about their subordinates. Typical Theory X management is the traditional management style. Table 1 summarizes the underlying assumptions of both theories.
In this essay, the author
- Analyzes how mcgregor links theory x and y to the hierarchy of human needs. the basic needs of maslow (1943) are represented as a pyramid.
- Argues that people will never stop trying to achieve more of these ego needs because they cannot be fulfilled. the work is an end in itself because it enables oneself and builds a reputation.
- Explains that society and people's expectations shifted toward y-motivation, which creates potential for organizations to profit from the advantages of y motivated employees. management gives freedom and trust to their subordinates enabling them to contribute more to the organization.
- Explains that the average human is not by nature passive or resistant to organizational needs. he may become so as a result of experience in organizations.
- Explains that motivation, potential for development, capacity for assuming responsibility, and readiness to direct behavior toward organizational goals are all present in the average man.
- Explains that he is gullible, not very bright, the ready dupe of the charlatan and the demagogue.
- Analyzes how johnson translates mcgregor's ideas into the structural setting of an organization. he states that a feeling of dissonance is created in the worker when he is working under x-system conditions.
- Explains mcgregor's view that people are not intrinsically motivated to work and even attempt to avoid it. theory x and y are managerial theories, reflecting the propositions managers hold about their subordinates.
- Argues that organizations are still not fully changed into structures supporting y-motivated people and that this change is not going to happen in modern society.
- Explains that people in modern society are y-motivated. knowledge has increased since 1750, and dutch learning-institutes are advertising with it, "the netherlands are getting smarter."
- Explains that the dutch society was one of the societies with the highest welfare, spending 40% of its gdp on welfare in the 1980s. the prime minister of the netherlands, mark rutte, pointed out that public welfare is slowly diminishing.
- Analyzes mcgregor's argument that management provides people with the first two levels of the pyramid, shifting the need of people to the other levels.
- Opines that organizations need structure to be effective. organizations have organizational charts of how their control and coordination structure is designed.
- Analyzes how a manager's y management style shows trust in their employees and considers them to be hardworking, willing people who contribute to organizational goals.
- Explains that people with good intentions will be tempted to show opportunistic behavior by self enrichment at the expense of the organization.
2005 wordsRead More - Management Foundations Essayexplanatory essayThe classical management perspective represents the first well-developed framework of management (Davidson. P. et al, 2000). It’s the framework from which later theories evolved and concerns efficiency and productivity, which in turn leads to effective and efficient management. Scientific management and the Administrative theory are both classical management theories, which provide information on managing in the workplace, which are very useful and vital to have in the workplace. These theories are very different in many ways as they both have different purposes when managing in the workplace although there are one or two similarities, which illustrate its importance in the workplace. Both these theories contribute greatly to the understanding of management in many ways and can impact on contemporary management practices. The following analysis will further explain the classical management theories, which are scientific management, and the administrative theory. In analysing scientific management and the administrative theory one gains a greater knowledge of management and how it contributes to the workplace. It will then go onto comparing and contrasting the two theories and how they contribute to the understanding of management. And finally it will go into the importance, if any, for contemporary management practices. Through scientific management and the administrative theory one is able to understand management in the workplace and the importance of the theories.
In this essay, the author
- Explains that the classical management perspective represents the first well-developed framework of management. scientific management and the administrative theory provide information on managing in the workplace.
- States that scientific management is a series of approaches aimed at improving the performance of individual workers through the use of analytical procedures to lift workplace efficiency.
- Explains that administrative management is a style of management that focuses on principles to be used by managers to co-ordinate the internal activities of the total organisation.
- Explains that scientific management and administrative theory are vital to one's understanding of management, although they differ in many ways. taylor believed in increasing performance using scientific methods, while barnard attempted to increase performance through communication with workers.
- Explains that contemporary management theories account for and interpret the rapidly changing nature of today's organizational environments.
- Concludes that the classical management theories will always remain important despite the changing nature of the workplace.
- Explains that bartol, k, martin, d, tein, m, and matthews, g. (2001) management a pacific rim focus, mc-graw-hill book company australia pty limited.
- Explains frederick taylor and scientific management, available at http://www.netmba.com/mgmt/scientific/.
- Explains that davidson, p., and griffin, r. w. (2003) management an australian perspective, john wiley & sons australia, ltd.
- Explains davidson, p., and griffin, r. w. management australia in a global context, john wiley & sons australia, ltd.
- Opines that fayol stands the test of time, journal of management history, vol. 6, pp.
- Explains mcnamara's brief overview of contemporary theories in management, available at managementhelp.org.
- Describes nyland, c., and frederick w. taylor's early account of scientific management as applied to women’s work.
- Explains robbins, bergman, stagg, and coulter's foundations of management, 2nd ed, pearson education australia.
1636 wordsRead More - Organizational Management Theoryexplanatory essayThe evolution of Organizational/Management Theory has evolved over 110 years to an extremely complex science. The beginning of the modern organization theory began during the middle of the nineteenth century with the rise of the factory system, where efficiency and mass production became the focus of productivity. Management theory on the other hand was slow to evolve over this time. During the late nineteenth and early twentieth century’s, the classical school of management emerged in an effort to develop an overlapping and comprehensive management theory with the emphasis on increasing the effectiveness of management in organizations.
In this essay, the author
- Explains that the evolution of organizational/management theory has evolved over 110 years to an extremely complex science.
- Explains max weber, a classical theorist who focused on providing tools for managers, is also heavily associated with bureaucratic management.
- Explains that frederick taylor, the father of scientific management, focused his research on increasing the productivity of workers with a clearly defined way of accomplishing each individual work operation.
- Explains that henri fayol contributed to the study of classical management theory. he developed fourteen management principles that describe the five functions of management as well as principles of administration.
- Explains that mary parker follett advocated flatter organizations rather than taller organizations. she noted the holistic nature of community and proposed the idea of "reciprocal relationships."
- Explains that the hawthorne experiments, which began in 1924, focused on the impact of productivity and the results on efficiency were seen as negative. they discovered tremendous potential value of the employee interview process.
- Explains that environmental and global factors helped catapult the scientific theory of organizational management, which included heavy industrial factory settings and machine technology. today's world is becoming smaller with advancements in technology and how organizations handle business.
- Opines that the classical school of science and the contemporary methods of management will continue to evolve through trial and error.
939 wordsRead More - leading management figuresopinion essayDouglas McGregor, born in 1906, is considered to be “one of the most popular management writer of all time”( Economist, 2008, para. 3). His best known composition focused on a simple question: “What are your assumptions (implicit as well as explicit) about the most effective way to manage people?” which has resonated throughout management schools around the world. In his composition, The Human Side of Enterprise, McGregor revolutionized Theory X and Theory Y, which was greatly influenced by working along transient laborers at his grandfather’s business in Detroit, MI. Theory X management style, considered “soft” and always prone to failure, speculates people are lazy and irresponsible by nature, gullible, resistant to change, and lacks ambition. Therefore, Theory X manager must be authoritarian, responsible for organizing elements of productive enterprises – money, materials, equipment, people, - providing only the minimum level of human psychology, ego, social, and physical needs to get . In contrast, McGregor’s Theory Y is a libertarian manager, focusing on finding new methods of motivation and innovation though the goals are impossible to reach. By doing this, only then will people reach full potential (PSGoodrich, n.d., p. 24). McGregor’s Theory Y was criticized by other leaders, especially Abraham Maslow, who believed Theory Y is being “too tough on the weaker members of society” (Economist, 2008, para. 8).
In this essay, the author
- Compares douglas mcgregor's theory x and theory y, which was influenced by working with transient laborers at his grandfather’s business.
- Cites harvard business review (2011). w chan kim and renee mauborgne - the 50 most influential people.
- Opines that steers, m., mowday, r. t. & shapiro, d. l. (2004). the future of work motivation.
- Explains abraham h. maslow's hierarchy of needs, which emphasizes five key points to a better understanding of what motivates people.
783 wordsRead More - Discus Theory, And Mintzbergs Four Styles Of Managementargumentative essayManagement is about bringing organisations or workers together to achieve the aims and objectives of the business. Management must do this using its existing resources in an efficient and effect way to benefit the goals. Within management you will find different type of people such as leaders and managers. The key distinctions between theses two are that leaders will have people follow them whereas managers have people work for them. The managers core is to
In this essay, the author
- Explains that this easy will discus different styles of management with explanation to there key features.
- Explains management is about bringing organisations or workers together to achieve the aims and objectives of the business.
- Explains the different ways managers can make operations run such as span of control and levels of hierarchy.
- Explains that autocratic managers like to make all significant decisions and closely oversee and control employees. this style links to mcgregor's theory x (1960) view of workers.
- Explains that there are many different roles when managing a business and people in an organisation. henri fayol noticed that the complexity of organisations was increasing.
- Explains that the five functions of management (henri fayol, 1916) focused on the relationship between personnel managers.
- Argues that managers should see their workers as something that needs endless attention and not just seen as machines.
- Concludes that the essay covers the different styles of management besides the key terms like span of control and hierarchy.
1078 wordsRead More - How Best Can Managers Ensure Employees Are Motivated At Work?explanatory essayIn sharp contrast to theory X, Douglas McGregor introduced a total difference thing called theory Y. He believes people want to work and learn, not only for paid, self-development is more important to them, they enjoy working while challenge themselves. Therefore what managers do, is to design the plan for the best outcome, for both employees and the organization, and ensure the plan works properly.
In this essay, the author
- Analyzes how the minneapolis gas company's study on employee motivation, involving 31,000 men and 13,000 women, showed that money, benefits, and job security were given a low rating.
- Explains the degree to which a job requires different kinds of skills in order to deal with the job.
- Explains task identity, the degree to which a job requires to be done from the beginning to the end.
- Explains task significance, the degree to which a job affects others by how well the task is done.
- Explains the degree to which a job provides independence, which means it provides freedom to individual in scheduling the work, and decide how to do it.
- Explains guest, d.e., and conway, n. (2002), pressure at work and the psychological contract.
- Explains that motivation is a set of independent/dependent variable relationships that explain the direction, amplitude, and persistence of an individual’s behaviour.
- Explains that a psychological contract involves three factors: fairness, trust, and delivery of deal.
- Explains that job feedback is the degree to which a job provides clear information about its effectiveness and individual’s performance, from the managers when the job is done.
- Explains that mps is used to predict how employees will be motivated at a particular job. expectancy theory is based on 3 beliefs: valence, instrumentality, and expectancy.
- Explains that employees can adjust the balance of the equation by changing their input. under-rewarded workers tend to adjust their productivity downwards to what they consider to be a fair level.
- Explains campbell d. & pritchard r. 1976, motivation theory in industrial and organizational psychology.
1569 wordsRead More - How important the evolution of management has been on people as well as organizationsanalytical essay...useful to practicing managers’ to underpin management. I am surprised as I watch the literature, that some people are discovering what we’ve known for years. For example, some things like this: that technology affects management organization. I found that out when I was in the airline industry a few years ago and I never thought it was anything very interesting. Another, that the actual managing depends on the situation….I thought, my gosh, there must be something new there. Only to find, after spending a lot of time reading, that management theory and science should underpin practice, otherwise why develop it?” (420).
In this essay, the author
- Analyzes the evolution of scientific management theory (1890-1940), focusing on routine tasks that utilized science and technology for the public in efforts to reduce inefficiency.
- Explains that bureaucratic management theory was created by max weber to divide organizations into hierarchies, establishing strong lines of authority and control. cooke saw the vital gains brought together by bridging labor and management in mutual collaboration.
- Explains that human relationship movement theories (management) brought a more humanistic approach to sterile and scientific management theory. this theory was the forerunner of the human resource department in organizations today.
- Explains that progressive management covers a wide spectrum of management topics where the knowledge is applied to the workplace and verifying the application.
- Explains that systems theory has become an intrinsic part of management science today. it allows managers to manage from a broader base and perspective by anticipating various parts of the organization and its needs.
- Analyzes how the industrial revolution was influenced by infusions of capital, division of labor, and the need for economical predictable performance.
- Explains that people seek satisfaction through organized efforts, giving rise to management as an activity. during the renaissance cultural rebirth established preconditions for the industrial age.
- Opines that historical management thought can be applied to contemporary business contexts in theory and practice.
1325 wordsRead More - Management Conceptsexplanatory essayManagement is an important element of an organization which coordinates organizational activities and its future plans. It adopts the whole organization to its environment and shapes it up to make it more suitable to the organization itself. Its main work is to organize,plan,actuate and control which are done to accomplish the company objective.
In this essay, the author
- Explains management is an important element of an organization that coordinates organizational activities and its future plans. it adopts the whole organization to its environment and shapes it up to make it more suitable to the organization itself.
- Explains the importance of strategic planning for a good manager. the manager should consider both negative and positive factors that might affect performance within the organization.
- Explains that management is involved in controlling and directing, where it supervises the work and action of the organization’s staff.
- Explains that a more compelling and dynamic management leads to success, which is reaping of objectives and goals, that an organization sets for itself. achieving the ultimate goal requires creative problem-solving and successful application of management concepts.
- Explains hannagan, bennett, zanjirani, rezapour, and kardar.
516 wordsRead More - Management in the Technology Ageargumentative essayManagement has progressed far since the days of traditional bookkeeping attributed by the Ancient Sumerians. However, there were two great comings that would change the scope of management forever. The first was contributed by one of the most prominent minds in history, Adam Smith, known as the father of economics and capitalism. The second would come from a great wave that would sweep over the shores of Europe and the rest of the western world, The Industrial Revolution. With the introduction of The Wealth of Nations, the Industrial Revolution and countless other contributions, our ideas of management were reformed and still improving.
In this essay, the author
- Explains that management has progressed far since the days of traditional bookkeeping attributed by the ancient sumerians, but there were two great comings that would change the scope of management forever.
- Explains adam smith, a scottish economist, early pioneer in management theory, and philosopher during the 18th century, revolutionized what today we call economics, as well as moral philosophy.
- Analyzes smith's analysis of specialization, the division of labor, and reinvesting in capital towards the means of production, embedded to the very foundation of business management.
- Explains that the division of labor, although it can be introduced, occasions, in every art, a proportionable increase of the productive powers of labour. the separation of trades and employments from one another seems to have taken place in consequence of this advantage.
- Explains that division of labor and specialization were established over two centuries ago, but are still the two most basic core components of employment and management.
- Explains that specialization improves the skill and expertise of an individual, in turn increasing the rate and efficiency of production.
- Explains that the industrial revolution changed the western world by establishing the first market economy. the same questions that existed in the 18th century, still exist on every level of management.
- Explains max weber's definition of bureaucracy as the exercise of control on the basis of knowledge, opposed by ruling by family ties or favoritism.
- Concludes that management was greatly rectified with the wealth of nations, the industrial revolution, and the business model of max weber. management is going through a second revolution with the technology age and other sociopolitical factors.
914 wordsRead More - Role Of Organization In An Organizationexplanatory essayTo show the practicality of these theories I have chosen an IT company which uses some of the theories to deal with its employees. These theories have helped in the overall growth of the company, globally.
In this essay, the author
- Explains frederick herzberg's two-factor theory that there are two reasons in an organization that cause job satisfaction while a different set of reasons cause dissatisfaction.
- Explains that motivators include challenging work, recognition, responsibility that give positive satisfaction, arising from intrinsic conditions of the job itself.
- Explains that hygiene factors include status, job security, salary, fringe benefits, work conditions that do not give positive satisfaction, though dissatisfaction results from their absence. these are extrinsic to the work itself.
- Explains that frederick herzberg's two-factor theory of motivation is too simple as the factors classified are very simple. human behavior is complex and dynamic.
- Explains that this theory avoids things like; the motivator for one might be just a hygiene factor for the other.
- Explains that the theory considers people into homogeneous groups with common motivators and hygiene factors which are not true.
- Opines that some factors may be in control of an individual, but others may go out of their control.
- Explains that this group activity involves everyone to identify each other's cons and suggest how to overcome them.
- Opines that progress reports should be shared on regular basis to remind employees on how they are performing.
- Explains that the company lacks an expert who would set the bench mark and identify the de-motivating factors. the managers are given ity to do so.
- Opines that employees are not giving a clear picture or ranking; they are ranking one's self and the other employee’s work, which may not reflect the picture.
- Opines that the organization should heir a group of experts who can identify the loopholes (de-motivating factors) and work upon them.
- Opines that a fair and balanced method should be used for ranking the employees.
- Opines that they have not observed any personality theories being practically used at the company for its employees.
- Suggests that the company should use the big five personality trait theory to understand the different personalities of people.
- Explains that the big five personality traits are five broad domains or dimensions of personality that are used to describe human personality.
- Opines that speaking to others is a good source of energy. they are good in making relations.
- Explains that people with characteristics are happy go lucky personality people and like to take new things.
- Explains that the trademarked individual is more benevolent and prefers to work in agreement with others. they are accommodating, reliable, and legitimate people.
- Explains that they are low risk takers yet achievement level is high.
- Explains that the trademarked individual has a capacity to control the negative emotions.
- Opines that many people have creative energy and are mindful of their emotions, but aren't aware of them.
- Explains that the five factor theory is very limited and not very dynamic; it only considers five major attributes of human conduct, while human behavior is complex and progressive. the theory over decides the way that there are other psyche characteristics.
- Explains that the 16 personality factor theory has been discovered by psychologists over time and is an extension to this theory.
- Explains that recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for jobs. selection means eliminating the candidates who are not suitable for the job from the pool of applicants.
- Explains the purpose of screening candidates through matching the application form and c.v to the skills.
- Explains that the next step is when all candidates have an initial face-to-face interaction with hr department.
- Explains that selected candidates are invited to an assessment day which is the final day.
- Explains that the company does not use any personality tests to know what kind of personality the employee has.
- Explains the different ways of dealing (interacting) with employees of an organization.
- Explains that motivation helps to boost employee morale and obtain the advantage of greater organizational productivity.
- Explains frederick herzberg's two-factor theory that if the hygiene factors are absent, then this acting like de-motivators for the company on a whole.
- Explains that the higher management of the organization was fully trained and asked to identify de-motivating factors so that they could work to overcome them and reduce them.
- Explains that the higher management can motivate employees in non-management roles, and acts as a watchdog on the actions that they would take for their subordinates.
- Explains that personality is the combination of emotional, attitudinal, and behavioral response patterns of an individual.
- Explains that the five factors of the theory are not completely autonomous, they cross one another, and some characteristics of these categories cross.
- Explains that the final assessment day mainly ends with another interview with a senior manager in order to make final selection.
- Opines that the company should choose the tests like aptitude test or basic skill test so that they can select a better candidate for the job.
2142 wordsRead More