McGregor's X & Y theory
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| + | Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the American Psychologist Abraham Maslow. The theories described the two opposite types of project managers and how they motivated their employers. | ||
| − | + | The theory X is based on the opinion that the employer does not want to work and must be externally motivated. | |
| + | The manager usually has an authoritarian style and a top- down approach, where they are micromanaging people's work and motivating with rewards or even penalties If they are not doing what they are supposed to do. This type of managing is often seen in process-driven workplaces. | ||
| − | + | The alternative approach is theory Y, which are more recognizable in todays manager style. Here the manager believes the employer to be motivated internally by work satisfaction and are encourage without direct supervision. The employers are individualized and working toward a higher level of self-actualization, which also is referred in the Maslow hierarchy of needs. | |
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Revision as of 12:49, 10 February 2021
Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the American Psychologist Abraham Maslow. The theories described the two opposite types of project managers and how they motivated their employers.
The theory X is based on the opinion that the employer does not want to work and must be externally motivated. The manager usually has an authoritarian style and a top- down approach, where they are micromanaging people's work and motivating with rewards or even penalties If they are not doing what they are supposed to do. This type of managing is often seen in process-driven workplaces.
The alternative approach is theory Y, which are more recognizable in todays manager style. Here the manager believes the employer to be motivated internally by work satisfaction and are encourage without direct supervision. The employers are individualized and working toward a higher level of self-actualization, which also is referred in the Maslow hierarchy of needs.
