Theory X Theory Y (McGregor)
Theory Z (Ouchi)

ナレッジセンター

   

堅くか柔らかい経営か。 McGregorのTheory X Theory Yの説明。 (「60)。 ウィリアムOuchi著Theory Zの説明。 (「81)

目次

プレミアム

理論Xおよびyは何であるか。 記述

ダグラスMcGregor、アメリカの社会的な心理学者は、彼の本「The Human Side Of Enterprise」の彼の有名な理論Xおよび理論yモデルを提案した(1960年)。
 

 

理論X

理論y

仮定

人間は本来できれば働を嫌い、それを避けることを試みる。 演劇および残り自然があるとして人々の意見の仕事。 人間は彼らの私生活のと彼らの仕事の物理的な、精神努力の同量を費やす。
  人々の嫌気の仕事が経営によって彼ら従って強制されか、または制御され、脅されなければならないので彼らは十分に懸命に働く。 人々が独創力のあれば、構成の目標に自己指示する。 制御および罰は唯一のメカニズム行うことを許可した人々をでない。
  一般の従業員は指示されたいと思う。 仕事の満足度は従事の従業員および彼らのコミットメントを保障することに主である。
  人々は責任を好まない。 人々は責任を受け入れ、責任を追求することを学ぶ。 一般の人間は、適切な条件の下で、受け入れないが、シーク責任しか自然に均等にする。
  一般の人間は明らか、明瞭、仕事で安全に感じたいと思う。 人々は想像的、創造的である。 工夫が仕事で問題を解決するのに使用されるべきである。

適用

Shop Floor、Mass Manufacturing。 生産労働者。 専門職業的業務、知識労働者。 マネジャーおよびProfessionals。

を促す

大規模で有効な業務。 Professionalsの経営、Participative複雑な問題解決。

管理スタイル

独裁主義的で、堅い経営。 Participative、柔らかい経営。

彼が理論yを考えたどんなにMcGregorは望ましいモデルとして理論yを見、マネージメントメソッドは、大規模な業務で使用しにくかった。


Theory Z - Ouchi

1981年に、ウィリアムOuchiは一緒にTheory Zを形作るアメリカおよび日本の経営慣行を結合した次の特徴を持っている変形を思い付いた: 長期的な雇用-集合的な意思決定-、明確の非公式制御暗黙、個々の責任-遅い評価及び昇進-形式化された手段-適度に専門にされたキャリアへの道-および家族を含む従業員についての総合的な、全体的なの心配。


Theory X Theory Y Theory Z 特別興味グループ


特別興味グループ (1人のメンバー)


Theory X Theory Y Theory Z フォーラム  

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リソース - Theory X Theory Y Theory Z
 

theory McGregorについてのニュース


     
 

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theory Ouchiについての動画


     
 

theory McGregorについてのプレゼンテーション


     
 

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theory McGregorについてのもっと


     
 

theory Ouchiについてのもっと


     



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Theory X Theory Yをと比較した:  Leadership Styles  |  Managerial Grid  |  Leadership Continuum  |  Situational Leadership  |  Bases of Social Power  |  EPIC ADVISERS  |  Hierachy of Needs  |  Expectancy Theory  |  Path-Goal Theory  |  Hawthorneの効果  |  ERG Theory  |  HertzbergのTwo Factor Theory  |  Change Management  |  Seven Surprises  |  Seven Habits  |  Eight Attributes of Management Excellence  |  Five Disciplines  |  Ten Principles of Reinvention  |  Fourteen Points of Management  |  Charismatic Leadership  |  必要性の理論


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