Theory Y: Difference between revisions
From ACT Wiki
Jump to navigationJump to search
imported>Doug Williamson (New term added - 20/5/13) |
imported>Doug Williamson (Add link.) |
||
| (2 intermediate revisions by the same user not shown) | |||
| Line 4: | Line 4: | ||
The alternative view identified by McGregor is Theory X. | The alternative view identified by McGregor is Theory X. | ||
== See also == | == See also == | ||
* [[Theory X]] | * [[Theory X]] | ||
* [[Theory Z]] | |||
[[Category:Commercial_drive_and_organisation]] | |||
[[Category:Influencing]] | |||
[[Category:Self_management_and_accountability]] | |||
[[Category:Working_effectively_with_others]] | |||
[[Category:Planning_and_projects]] | |||
[[Category:The_business_context]] | |||
[[Category:Ethics]] | |||
Latest revision as of 14:44, 17 September 2019
Theory Y is a belief that employees are self-motivated, and can be relied upon to work effectively with significant delegated authority.
Theory Y is one of two alternative views by management about employees, identified by Douglas McGregor, and published in The Human Side of Enterprise (1960).
The alternative view identified by McGregor is Theory X.
