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Douglas McGregor theories and its implications
Douglas McGregor theories and its implications
Difference between classical and modern management theory
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Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical management methods. Classical management theorists, such as Fredrick Taylor, focused on scientific training and efficiency and did not account for personal and behavioral issues, such as management styles or job satisfaction. McGregor saw these deficiencies in the classical school of management which lead him to develop a theory of management that would factor the importance of the individual worker. If a manager could tap into the feelings and attitudes of their workers, then the manager would be able increase their employee’s motivation which would then increase production. McGregor’s theory viewed the employee as a person and not as a machine as classical theorists did, and because the employee will receive more personal attention, he/she will become more satisfied with his/her own work, and according to McGregor, production would then be increased (Barnett).
McGregor developed his theory and published it in his book “The Human Side of Enterprise” in 1960 where he stated that classical theorists viewed employees as essentially having negative attitudes towards their jobs; this negative attitude was the basis for McGregor’s Theory X behaviors. Theory X had three main assumptions about workers and managers. First, McGregor suggested that employees dislike work and will avoid working whenever possible. Next, because workers dislike doing work, manager and supervisors must force them to work with the threat of punishment. The worker will then perform the duties with moderate effort which will barely drag the organization towards the pursuit of its goals. Finally, McGregor states that workers would play a passive role within the organizat...
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...ok at the elements of a good theory when criticizing McGregor’s theory X and Y. They will illustrate why the theory is valid and determine what value the theory may have in practice. There are a number of elements to a good theory and determining how they apply to McGregor’s Theory of X and Y will give us a better understanding of the theories usefulness to organizations in the present and future.
McGregor’s theory certainly has face validity because the theory is logical. There are clearly managers that identify with the approaches outlined by theory X and Y. Both styles have advantages and disadvantages but it is pretty much universally agreed that both make sense at the very least. Considering that this theory has been around for fifty years and is still used in courses of all levels it definitely has value when it comes to teaching about management styles.
McGregor has written two theories about human nature. Theory X basically assumes that people will do the least amount of work required of them. That they will need to be monitored and workers will need a set of rules for every employee to follow . There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever the company needs from them. They will own up to any issue and trust that their co-workers will do the same (Larsson, Vinberg & Wiklund, 2007).
My personal approach to counseling comes from several different theoretical frameworks. Rational Emotive Behavioral Therapy (REBT) has the most influence in what I would consider my personal approach. I truly believe that the way an individual feels about themselves will impact them more than anything else. When an individual feels that they are not good enough then they will continue to struggle in all aspects of their life. Thoughts affect our feelings and our behaviors; therefore, if you are able to change an individual’s negative thinking then you are able to change their feelings and behaviors. Therapists must be able to challenge an individual’s irrational beliefs about themselves and work to change these to more rational thinking. Studies have shown that individuals who are trying to lose weight will have more success if they just believe that they are capable of losing the weight. Just their positive thinking can enhance their personal diet and exercise. REBT will have the greatest impact when working with clients in my personal theory but I will also take many aspects from other theories as well.
This study will also identify the theories that will help answer these and other questions. In addition, this research will determine methods in which these theories can motivate the employees.
Theories create a difference in health care. “In nursing, theories are systematic explanations of events in which constructs and concepts are identified; relationships are proposed; and predictions are made to describe, explain, predict, or prescribe practice and research. Without nursing theory, nursing activities and interventions are guided by rote, tradition, some outside authority, or hunches, or they may simply be random” (McEwen, & Wills, 2014, 72). The foundation of nursing profession is rooted in theory. Through theory, nursing has emerged as independent, self-directed practicing profession leading to innovations and evidence-based practice. The idea of nursing theories stems from the extensive work of Florence Nightingale whose belief and values lied in cleanliness, fresh air, sanitation, comfort, and socialization that is necessary to healing (McEwen & Wills, 2014). Each of the key nursing theorists who have contributed to the excellence of professional nursing practice adopts the four key concepts that are essential to the practice of nursing: person, environment, health and nursing (Hood, 2010). This paper aims at identifying the importance of theory in relation to Sister Callista Roy and her adaptation model.
Holloman, C. (1974), “What McGregor Really Said”, Business Horizons, Vol. 78, No. 1, pp. 17 Issue 6, p. 87 – 92. Karlöf, B. & Lövingsson, H. (2005), The A to Z of Management Concepts and Models, Thorogood, London. Kermally, S. (2005), Gurus in People Management, Thorogood, Sydney.
Douglas McGregor’s Theory X and Theory Y Biography of Douglas McGregor Douglas McGregor was born on 1906 in Detroit, America. In 1895, it was here that his grandfather, Thomas McGregor started his business and given its name as, McGregor Institute. The business provides assistance to Great Lakes sailors and other transient labour. The Institute provided shelter, warmth and food to approximately 100 men every year. When Thomas McGregor passed away, his son Murray McGregor (Douglas’s father) continued to manage the business.
The founding father of scientific management theory is Fredrick Winslow Taylor. He was an American mechanical engineer and an inventor. Modern management theorist Edward Deming credited Taylor for his contributions while Joseph Juran criticized his work for extracting more work from workers. However a careful reading of Taylor’s work will disclose that he placed workers interest as high as the employer’s in his studies. Before the principles of management are discussed it is very important to understand the causes which led Taylor to derive the four principles of management. The three causes are as follows:
The evolution of management though the decades can be divided into two major sections. One of the sections is the classical approach. Under the classical approach efficiency and productivity became a critical concern of the managers at the turn of the 20th century. One of the approaches from the classical time period were systematic management which placed more emphasis on internal operations because managers were concerned with meeting the growth in demand brought on by the Industrial revolution. As a result managers became more concerned with physical things than towards the people therefore systematic management failed to lead to production efficiency. This became apparent to an engineer named Frederick Taylor who was the father of Scientific Management. Scientific Management was identified by four principles for which management should develop the best way to do a job, determine the optimum work pace, train people to do the job properly, and reward successful performance by using an incentive pay system. Scientifi...
There are several theories that examine an organization and it’s approach to managing work in an effort to develop efficiency and increase production. Two classical approaches to management are Taylor’s scientific management theory and Weber's bureaucratic management theory. Both men are considered pioneers of in the study of management.
Hawthorne Studies have been subjected to many criticisms. Yet, the evolvement of many of the management theories today would not have come about without the experiments done by Elton Mayo. This essay will cover the various aspects of management that has been refined through the findings of the tests conducted and how improvements were made to aid in the development of organisational behaviour. It will also discuss the various studies and will show how these theories implement Hawthorne studies as the foundation and the basis of the human relations movement. It will also investigate the criticisms that arise within it.
Frederick Taylor thought that changes in the work process and/or rules would advance efficiency and productivity. He originated the scientific management approach in public administration. It was based on the idea that work processes should be observed via experiments which would greatly improve productivity. It would do so by doing away with the rule of thumb work methods and replacing them with the results of actual timed observations (14). The application of the scientific approach to management methods would lead to optimizing task time by simplifying the job. It would mean observing work processes to find the one best way to perform each job (15). Once the best way was discovered, all employees were to use it. The simplification of the job would improve task time. This method would lead to increased productivity, higher wag...
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Other than that, modern management view too criticise that Functional Theory is only effective during the time of stable and predictable environment. In today’s chaotic environment, managers have to consider democracy as one of the management element. Managers have to be more careful on human behaviour and when necessary provides motivations and persuasion in order to get the work
Due to the changes in management patterns and advancements, there are changes that could be made to the theory to make it relevant and applicable in the contemporary management. For instance, in the fourteen principles, the inclusion of staff welfare may make the theory flexible and adaptable (Thomson 2004).
Thompson, P & Mchugh, D 2002, Work organisations: A critical introduction, 3rd edn, MacMillan Palgrave, New York, viewed 4 April 2014, http://site.ebrary.com.ezproxy.uow.edu.au/lib/uow/docDetail.action?docID=10038997&p00=organisational+behaviour.