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Theory X and Theory Y: Employee Motivation and Management Strategies

This presentation explores McGregor's Theory X and Theory Y, two contrasting management theories that have implications for employee attitudes and behaviors. Theory X assumes employees are lazy and require close supervision, while Theory Y suggests that employees thrive when given the opportunity to exercise initiative and self-direction. By implementing Theory Y principles, organizations can create a motivated and productive workforce.

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Theory X and Theory Y: Employee Motivation and Management Strategies

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  1. Management Theory X and Theory Y 11 May 2010 Presented by: Armando Benitez Norelkis Rodriguez Marcela Rojas Dannye Alvarez Mitchell Fonseca Liz Ramon

  2. Douglas Murray McGregor (1906 - 1964) • - Born in Detroit Michigan • - Graduated from Harvard with an M.A. and Ph.D. in Psychology • - Went on to become a Management Professor at MIT • First full time Psychologist on faculty at MIT • Became President of Antioch College • Formulated Theory X and Y Who Authored Theory X and Y?

  3. Both Theories based on two assumptions: 1 – Employee Attitudes 2 – Employee Behaviors Thoughts behind Theory X and Y

  4. Theory X asserts the following points: - The average employee is characterized as lazy, dislikes work, and sets out to do as little as possible. Theory X - Since workers are inherently lazy they require close supervision so they will work hard.

  5. - Employees should be treated like children in that if they follow the strict work rules set by management they will be rewarded and if they misbehave they will be punished. Theory X points continued… - Employees lack motivation and therefore must be micromanaged.

  6. Theory Y asserts the following points: - The average employee is not characterized as lazy and will do what is good for the organization when given the opportunity. Theory Y - Employees thrive in a work environment whereby they can exercise initiative and self-direction.

  7. Positive reinforcement is fundamental to Theory Y. • Points like: • Team-oriented goals • Employee support instead of direct control • Respect and consideration towards all employees • Open horizontal and vertical communication • Recognition for good work • Job Security Result? A HAPPY, PRODUCTIVE WORKFORCE!! Theory Y points continued…

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