Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Achievement
(n Ach)
Affiliation
(n Aff)
Power
(n Pow)
Douglas McGregor (1906-1964)
• Taught psychology at MIT.
• At Antioch College, McGregor
found that his classroom
teaching of human relations
did not always work in
practice.
• From these experiences, his
ideas evolve and lead him to
recognize the influence of
assumptions we make about
people and our managerial
Douglas McGregor style.
Theory X
• Management is responsible for organizing the elements of
productive enterprise – money, materials, equipment, people –
in the interest of economic ends.
• With respect to people, this is a process of directing their
efforts, motivating them, controlling their actions, modifying
their behavior to fit the needs of the organization.
• Without this active intervention by management, people would
be passive – even resistant – to organizational needs. They
must, therefore, be persuaded, rewarded, punished,
controlled – their activities must be directed. This is
management’s task -- in managing subordinate managers or
workers. We often sum it up by saying that management
consists of getting things done through other people.
Theory X
• Behind this conventional theory there are several
additional beliefs – less explicit, but widespread:
– The average man is by nature indolent – he works as
little as possible.
– He lacks ambition, dislikes responsibility, prefers to be
led.
– He is inherently self-centered, indifferent to
organizational needs.
– He is by nature resistant to change.
– He is gullible, not very bright – the ready dupe of the
charlatan and the demagogue.
Theory Y
• Management is responsible for organizing the elements of
productive enterprise – money, materials, equipment, people –
in the interest of economic ends.
• People are not by nature passive or resistant to organizational
needs. They have become so as a result of experience in
organizations.
• The motivation, the potential for development, the capacity
for assuming responsibility, the readiness to direct
behavior toward organizational goals are all present in
people. Management does not put them there. It is a
responsibility of management to make it possible for people to
recognize and develop these human characteristics for
themselves.
• The essential task of management is to arrange organizational
conditions and methods of operation so that people can
achieve their own goals best by directing their own efforts
toward organizational objectives.
Theory X Theory Y
• Work is inherently distasteful • Work is as natural as play, if
to most people. the conditions are favorable.
• Most people are not • Self-control is often
ambitious, have little desire indispensable in achieving
for responsibility, and prefer organizational goals.
to be directed. • The capacity for creativity in
• Most people have little solving organizational
capacity for creativity in problems is widely distributed
solving organizational in the population.
problems. • Motivation occurs at the
• Motivation occurs only at the social, esteem, and self-
physiological and safety actualization levels, as well as
levels. physiological and security
• Most people must be closely levels.
controlled and often coerced • People can be self-directed
to achieve organizational and creative at work if
objectives. properly motivated.
Frederick Herzberg
(1923-2000)
• His research emphasized job
enrichment (depth) rather than job
enlargement
– Job context (hygiene factors) –
needed to be optimal to prevent
job dissatisfaction. These factors
(according to Herzberg) did not
motivate.
– Job content (motivators) – factors
that did lead to motivation
– Money (according to Herzberg)
could motivate if it was seen as a
reward for accomplishment; but if
money was given without regard
for merit, then it was a hygiene
factor.
Frederick Herzberg
Motivation and Hygiene Factors
HYGIENE FACTORS MOTIVATORS
ENVIRONMENT WHAT THEY DO
Dissatisfiers Satisfiers
Hygiene factors Motivators
Traditional and Herzberg Views of Satisfaction -
Dissatisfaction
I. TRADITIONAL
High job High job
dissatisfaction satisfaction
SUPERVISION
WORKING
CONDITIONS
RESPONSIBILITY ACHIEVEMENT
BENEFITS
ADVANCEMENT
SECURITY STATUS
SALARY
A Comparison of the Content Theories
Maslow Herzberg Alderfer McClelland
(need hierarchy) (two-factor theory)
Skill Variety
Task Identity Meaningfulness High Internal Work
Task Significance of Work Motivation
High Quality Work
Performance
Responsibility High Satisfaction
Autonomy
for Outcomes with Work
Feedback Knowledge of Low Absenteeism
About Job Results of Work and Turnover
Employee
Growth Need
Motivation: Expectancy Theory
Victor Vroom
• The expectancy theory
of Victor Vroom helps
explain the choosing
process among
individuals in terms of
the value (valence) of
the reward and the
expectancy of receiving
the reward.
Victor Vroom
Expectancy Theory
Expectancy Theory
• Lyman Porter and
Edward Lawler
extended Vroom’s work
with their model of
expectancy.
Expectancy Theory
(Lyman W. Porter – Edward E. Lawler III)
1
Abilities 4 Perceived 8
Value of
And Equitable
Reward
Traits Rewards
7A
Intrinsic
Rewards
3 6 9
Performance
Effort Satisfaction
(Accomplishments)
7B
Extrinsic
Rewards
Perceived 2 5
Role
Effect-Reward
Perceptions
Probability