Douglas McGregor was an American psychologist and academic who made significant contributions to management theory. He developed Theory X and Theory Y, which propose different assumptions about employee motivation. Theory X assumes employees dislike work and must be coerced, while Theory Y assumes work can be as natural as play if conditions are right. McGregor also improved performance appraisal processes by emphasizing future goals over past performance. He argued organizations should focus more on intrinsic rewards and view employees as individuals rather than machine parts. McGregor's work influenced how managers approach employee motivation and organizational effectiveness.
Leadership theories: Advantages and LimitationsRashmi Pandey
Theories related to leadership. It will provide you an overview about different theories of leadership present in the world. You can choose and take a move forward in your life based in these theories. This is an important topic in Human resource management in management course.
Leadership theories: Advantages and LimitationsRashmi Pandey
Theories related to leadership. It will provide you an overview about different theories of leadership present in the world. You can choose and take a move forward in your life based in these theories. This is an important topic in Human resource management in management course.
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
This is a scaled back less conservative version of my motivation and leadership PowerPoint presentation. The focus was taken off of data mining / statistics and geared towards positive influence. The presentation was far less formal compared to what I would have manufactured for a business presentation. Many of he slides are also condensed rather than detailed and drawn out to fit the allotted presentation time.
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Performance Management & Reward Systems: Performance linked remuneration system, Types of Rewards, Designing Reward System, Total Reward Strategies, Characteristics of an Effective Performance Reward Plan. Performance Analysis, Performance Review Discussion, Using Performance Management Systems Data for HR Decisions, Performance Improvements and Performance Management Skills.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
What is Transformational Leadership?
Charismatic, visionary leaders who transform organizations through empowering followers. Leaders who bring out the best in followers and develop them into leaders. Leaders who motivate and challenge teams to perform at levels beyond expectations.
This is a scaled back less conservative version of my motivation and leadership PowerPoint presentation. The focus was taken off of data mining / statistics and geared towards positive influence. The presentation was far less formal compared to what I would have manufactured for a business presentation. Many of he slides are also condensed rather than detailed and drawn out to fit the allotted presentation time.
The study of motivation is complex. It is a significant study for managers because employees when motivated are stimulated to achieve organizational goals. Employees who are motivated remain focus in a systematic way. Without a knowledge of motivation managers are in danger of guiding the behaviour of subordinates and make mistakes towards the desired outcomes of the organization.
Performance Management & Reward Systems: Performance linked remuneration system, Types of Rewards, Designing Reward System, Total Reward Strategies, Characteristics of an Effective Performance Reward Plan. Performance Analysis, Performance Review Discussion, Using Performance Management Systems Data for HR Decisions, Performance Improvements and Performance Management Skills.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
Organizational Development 101 - Alternative ApproachesRoland Bair
This is the first discussion I facilitate on organisational development. We will discuss how societal development lead to alternative organizational approaches.
We will go through those on principle-level and discuss own experiences.
Glossary of Terms Glossary of Terms Term Meaning a.docxbudbarber38650
Glossary of Terms
Glossary of Terms
Term Meaning
action research model collecting information, feeding back information to the
client system, developing and implementing action
programs to improve system performance
agenda-setting interventions a type of process consultation intervention that sets aside
time when process issues will be specifically discussed
apart from content issues; agenda-setting interventions do
not include determining the task items to be discussed
analytical model analysis used for basis of change; it is useful in diagnosing
interdepartmental issues as this model examines
departmental structure, time orientation, members'
orientations to others, and members' orientations to goals
analyzer style consultant high on effectiveness, low on morale
apathetic mode follows established routine and avoids responsibility
autonomy one of the five core job dimensions in the job
characteristics model; the degree to which the job
provides independence to the individual in scheduling the
work and determining procedures
avoiding style a style of managing conflict that avoids conflict by
withdrawing
behavioral strategies places emphasis on the use of human resources
boundaryless a term that refers to reducing conflict between divisions
and departments
career life planning matching career and life goals
cause maps this model uses mathematical representations of perceived
causal relationships among variables; the results are
incorporated into a matrix of relationships
change leader a person responsible for change in an organization
changing the corporate culture difficult to do because the culture is based on past
successes; firms can decline, stagnate, or be destroyed if
culture cannot change; there are five reasons that justify
large-scale cultural changes: (1) values that do not fit the
changing environment; (2) competitive industry that
rapidly changes; (3) mediocre company; (4) firm joins
ranks or large companies; and (5) small firm that is
growing rapidly
charismatic mode relies on leaders to determine if change is desirable
cheerleader style consultant high on morale, low on effectiveness
client sponsor person or group within the organization that has requested
the consultant's help and who interfaces with the
consultant
client systems an organization employing a consultant to assist them in
planning change
clique when three or more persons within a larger group select
one another as a subgroup
closed questions specific questions that can normally be answered either
yes or no
closed systems exists only in theory; is self-contained and isolated from
its environment
closure tendency to fill in missing information to complete a
perception
complementary transaction occurs when a message sent from one ego state receives
an expected response from the other person's appropriate
ego state
compromising style a style of managing co.
Leadership and Motivation is most important parameters in HR Management practices. How strong the leader and how HRM build leaders will show the direction of the organization.
This presentation gives the theoretical idea along with research objectives and questions to find out the vast results of the influence of motivation on the performance of employees. This is a research based presentation consist of questionnaire data analysis.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
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2. McGregor’s Profile
Bachelor’s from Wayne State
University
District manager of retail gas
company
Worked with transient laborers
Masters and PhD from Harvard
Psychologist at MIT
President at Antioch
3. McGregor’s Beliefs
“If there is anything he was trying to
overcome or destroy, it was the
institutional habit of talking about
the virtues of democracy while
running affairs autocratically.”
An Antioch College Professor
4. McGregor’s Beliefs
Employees are not machine parts to
be fixed, redesigned, or eliminated
They are individual people in all of
their complexity
5. Influencing McGregor’s
Work
McGregor challenges the prevailing mood
of Taylor, alienation, and dehumanization
Existing organizations model the church
or the military
50 years of political, social and economic
change
The problem is that management is
applying the wrong tools
8. Problems with Conventional
Performance Appraisals
Organizational objectives and
requirements evolve
Individuals skills, needs and
objectives change
Management’s judgments differ
Focus is on the past
Employee performance is related to
how he is managed
9. McGregor’s Contribution to
Performance Appraisal
Three uses of performance appraisal
Administrative – salary, promotion
Informative – feedback, suggestions for
behavioral change
Motivation – coach, council
10. McGregor’s Contribution to
Performance Appraisal
Drucker’s MBO
Subordinate provides a clear job
statement
Subordinate provides job-related
targets
Management and employee come
to terms on worker’s objectives
11. McGregor’s Contribution to
Performance Appraisal
Employees know their own strengths
and weaknesses best
The manager knows the goals and
objectives of the organization and
himself
12. McGregor’s Contribution to
Performance Appraisal
By using MBO, the emphasis is on:
Analysis not appraisal
The future not the past
Performance not personality
13. Critique of McGregor’s
Performance Appraisal
Performance issues are ignored
Salary and promotion issues
Some workers don’t want the
responsibility for setting their own
goals
15. McGregor’s Contribution to
Management Theory
Theory X assumptions
The average person dislikes work and
will avoid it
Most people must be coerced or
controlled
People avoid responsibility and have
little ambition
16. McGregor’s Contribution to
Management Theory
Theory X outcomes
Work becomes a means to an end
Reinforces the rigid lines of authority
Managers that assume Theory X get
Theory X
Satisfied needs are not motivators
17. McGregor’s Contribution to
Management Theory
Theory Y assumptions
Physical and mental work effort are natural
Committing to objectives will allow the full
range of control tools to be utilized
Commitment is a function of proper rewards
People learn to seek responsibility
People have the ability to creatively solve
organizational problems
Employees need the freedom to utilize their
untapped potential
18. McGregor’s X and Y Theory
Your belief structure (X or Y or ?)
does not limit you from employing
hard or soft managerial strategies
20. McGregor’s Critiques
Theory X and Y are insufficient in
accounting for all situations
Nathan Harter states that Theory X
managers are not necessarily
inhuman
22. McGregor’s Contribution to
Management Theory
People can achieve their own goals
by pursuing the organization’s goals
The organization will suffer if this
does not occur
23. McGregor’s Contribution to
Management Theory
The current management persona
is:
decisive, force, competitive, just
People are rational and emotional
Emotions often drive different points
of view
Motivation is an emotional force
24. McGregor’s View of
Organizational Maps
Current organizational structures:
Delegate some authority not
responsibility
You only have one boss
Strict span of control
25. McGregor’s View of
Organizational Maps
The organizational “maps” are not
real
Maps have limited usefulness
Authority often does not equal
responsibility
Informal organization is real
26. McGregor’s Contribution to
Management Theory
Three factor’s that make up a
manager’s style:
Cosmology
Identity of the manager
Organizational situation
27. McGregor’s Critique of
Current Management
Existing management uses extrinsic
rewards well
Intrinsic rewards are not utilized
You have to learn to see what is
really broken
28. McGregor’s Observation
Workers perceptions determine how
they respond to a policy or decision
Don’t apply mechanical system
rewards and punishments when
intrinsic rewards are called for
29. McGregor’s Suggestion for
Improving Organizational
Effectiveness
Independent teams become the operative
work groups
Teams have high self control/self
regulation
Supervision becomes support/instruction
Teams help fulfill “social man” needs
Teams remove reasons to fight the
system
30. Final Critique of McGregor
Do teams really remove the reason to
fight the system?
Describe the characteristics of a humane
Theory X. When would it be more
appropriate?
What evidence do you see of this today?