Mcgregor’s theory x and theory y are theories about human behavior and motivation in the organization that was published in 1960 by douglas mcgregor this theory divides workers and managers in the organization in two typical groups according to how managers lead their subordinates and respectively how subordinates behave. The purpose of the present study was to investigate the relationship between mcgregor's theory x and y management styles and affective commitment through the mediating mechanism of the leader–member exchange (lmx. Mcgregors theories x and y compare mcgregor’s theory x and theory y style of leadership and consider the types of organizations in which each style of leadership might be most appropriate douglas mcgregor devised his concept of theory x and theory y in the usa in the 1950’s using a survey of managers, which he then proposed in his book, ‘the human side of enterprise’ in the 1960’s.
Mcgregor's theory y matches much of maslow's self-actualization level of motivation it is based on the assumption that self-direction, self-control, and maturity control motivation reward systems must correspond to intrinsic factors if employees are to be motivated. The purpose of the present study was to investigate the relationship between mcgregor’s theory x and y management styles and affective commitment through the mediating mechanism of leader-member exchange (lmx) adopting a multilevel perspective to facilitate understanding of the complex relations. Theory x and theory y was an idea devised by douglas mcgregor in his book “the human side of enterprise” 1960 it encapsulated a fundamental distinction between management styles. Theory x and theory y was created and developed by douglas mcgregor at the mit sloan school of management in the 1960s it describes two very different attitudes towards workforce motivation mcgregor felt that companies followed either one of these approaches.
Theory-y believers create trust based firms with empowered employees these concepts were introduced by the us college-administrator and professor douglas mcgregor (1906-64) in his 1960 book 'the human side of eenterprise. The present study explored the possibility that mcgregor's (1960) theory x/y assumptions serve as cognitive determinants of superior communicator style, a multidimensional set of style variables that can have considerable effects on subordinate well-being and organizational viability. Unlike in theory x, douglas mcgregor starts from the assumption in theory y that people have different needs theory y assumes that people are inherently happy to work , they want to exert themselves and they are motivated to pursue objectives. The relationship between mcgregor's x-y theory mcgregor’s x-y theory is a natural theory x and theory y was an idea devised by douglas mcgregor in his book.
It is important to examine this idea about the relationship between emotional intelligence and mcgregor’s theory x and theory y because, while both of these topics have been studied immensely, they have rarely been studied together. Theory x and theory y it was in 1957 that douglas mcgregor first proposed the concept of theory x and theory y in ‘the human side of enterprise’, yet still today his ideas continue to be misunderstood and misused in the field of management. What is theory x and y description douglas mcgregor, an american social psychologist, proposed his famous theory x and theory y models in his book 'the human side of enterprise' (1960. Theory x and theory y relates to maslow's hierarchy of needs in how human behavior and motivation is the main priority in the workplace in order to maximize output in relations to theory y the organization is trying to create the most symbiotic relationship between the managers and workers which relates to self actualization and esteem.
Mcgregor's x-y theory according to mcgregor, there are the following two types of managers: • theory x managers - these managers believe that most of the people are self-centered, are only. The purpose of the present study was to investigate the relationship between mcgregor's theory x and y management styles and affective commitment through the mediating mechanism of leader-member. Starblazer herzberg and mcgregor 1 frederick herzberg & douglas mcgregor a starblazers production relationship of herzberg's theory components 5 mcgregor theory x = authoritative theory y = participative most school leaders apply components from both theories depending on context source source 13. Theory x and theory y in a classic study, mcgregor discussed two leadership styles, theory x and theory y, which are appropriate strong, trusting relationships develop, and all or most employees feel a commitment to accomplish the tasks at hand.
Douglas mcgregor, through his well-known “theory x and theory y,” drew a distinction between the assumptions about human motivation which underlie these two approaches, to this effect. Mcgregor’s theory x/y (1957 1960/1985 1966 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years.
Leadership style and organizational performance have been researched extensively however, the literature has a limited number of studies concerning organizational performance of small and medium businesses, even less research on the impact on organizational performance of theory x and theory y type leadership styles. Relationship between mcgregor’s (1960) theory x/y assumptions and job performance using a multilevel, multi-sourced methodology which controls for within-group variance by employing hierarchical. One psychologist, douglas mcgregor, categorized people’s motivations into two broad categories: theory x and theory y theory x and theory y were developed in the 1960’s and describe two different, almost opposite, attitudes to motivation in the workplace.