Starblazer Herzberg and McGregor


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Leadership and Motivational Theorists Project for Johns Hopkins University Admin/ISTE project 2011.

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Starblazer Herzberg and McGregor

  1. 1. Frederick Herzberg & Douglas McGregor A Starblazers Production
  2. 2. Historical Foundation of Theories   <ul><li>Frederick  Herzberg </li></ul><ul><ul><li>Theory emerged from studies of management at IBM during the 1940's </li></ul></ul><ul><ul><li>A review of the literature on job attitudes and satisfaction revealed conflicts </li></ul></ul><ul><ul><li>Constructed a two-factor theory of management in 959 based on motivation and  hygiene </li></ul></ul><ul><ul><li>Used his expertise and background in mental health along with his research of literature to identify a list of factors that contribute to job satisfaction </li></ul></ul><ul><ul><li>Hygiene factors lead to short-term satisfaction </li></ul></ul><ul><ul><li>Motivational factors lead to long-term satisfaction </li></ul></ul><ul><li>     </li></ul><ul><li>  </li></ul>
  3. 3. Herzberg's Hygiene and Motivating Factors Sourc e
  4. 4. Relationship of Herzberg's Theory Components
  5. 5. Historical Foundations of Theories <ul><li>Douglas McGregor </li></ul><ul><ul><li>Questioned some basic assumptions about behavior in organizations </li></ul></ul><ul><ul><li>Outlined new role for managers in his book The Human Side of Enterprise , 1960 </li></ul></ul><ul><ul><li>Developed two contrasting theories: X and Y </li></ul></ul><ul><ul><li>Theory X states:  Employees are basically lazy and need management </li></ul></ul><ul><ul><li>Theory Y states:  Employees strive to do well and should be given every opportunity to use their creativity </li></ul></ul>
  6. 6. McGregor's X & Y Theories <ul><li>  </li></ul>Source
  7. 7. Point of Comparison: Motivation <ul><li> effect making them want to row even harder. </li></ul>One characteristic common to both theorists is that of motivation.  Herzberg and McGregor, in his Theory Y, purport that components such as achievement, recognition, the work itself, responsibility and advancement, motivate people...
  8. 8. Concerns about the Theories   <ul><li>Herzberg and McGregor agree that leaders have it within their power to tap into the human potential in their organizations and thereby improve performance.  </li></ul><ul><li>  </li></ul><ul><li>However, we know that not everyone working in the school has achieved high levels of self-esteem and self-actualization.  Marzano notes that a typical school has 30 percent superstars, 50 percent middle stars, and 20 percent falling stars   (p. 44). </li></ul>
  9. 9. Concerns about the Theories <ul><li>The falling stars may be satisfied with Herzberg's hygiene factors like decent working conditions and a reliable weekly paycheck.  They may even appreciate Theory X type management because they do not want to be involved in organizational problem-solving.  </li></ul><ul><li>  </li></ul><ul><li>A good leader must satisfy these desires and find a way for falling stars to contribute to rather than withdraw from or create conflict within the school community.  </li></ul><ul><li>  </li></ul>
  10. 11. How the Theories Apply to  School-Based Administration  <ul><li>Herzberg </li></ul><ul><li>Must Do's for Today: </li></ul><ul><ul><li>Keep my staff satisfied. </li></ul></ul><ul><ul><li>Recognize someone for doing a nice job. </li></ul></ul>Source
  11. 12. McGregor Theory X = Authoritative Theory Y = Participative Most school leaders apply components from both theories depending on context.     Source Source
  12. 13. Implementing Theorists' Ideas when working with teachers to use technology Herzberg Theory of Motivation
  13. 14. Implementing Theorists' Ideas when working with teachers to use technology McGregor's X Theory
  14. 15. Implementing Theorists' Ideas when working with teachers to use technology McGregor's Y Theory
  15. 16. Project Team Members <ul><li>Beth Novick </li></ul><ul><li>Barbara Recchio-Demmin </li></ul><ul><li>Shannon Peterson </li></ul><ul><li>Leslie G Perry </li></ul><ul><li>Brooke Mulartrick </li></ul>