x理论和y理论（X theory and Y theory）
时间：2020-08-11 12:25:54 来源：天一资源网 本文已影响 人 
x理论和y理论（X theory and Y theory）
理论和理论X Y
X理论和Y理论（X理论和Y理论）
X理论和Y理论（X理论和Y理论），管理学中关于人们工作源动力的理论，由美国心理学家道格拉斯·麦格雷戈（Douglas McGregor）1960年在其所著《企业中人的方面》一书中提出来的。这是一对完全基于两种完全相反假设的理论，X理论认为人们有消极的工作源动力，而Y理论则认为人们有积极的工作源动力即：麦格雷戈的人性假设与管理方式理论。
目录
1 x理论和Y理论简介[ 1 ]
2 x理论和Y理论的实验[ 2 ]
3 x理论和Y理论点评
4关于Z理论
5关于超Y理论
X理论和Y理论简介[ 1 ]
X理论是麦格雷戈对把人的工作动机视为获得经济报酬的”实利人的人性假设理论的命名主要观点是”：
人类本性懒惰，厌恶工作，尽可能逃避；绝大多数人没有雄心壮志，怕负责任，宁可被领导骂；
多数人必须用强制办法乃至惩罚、威胁，使他们为达到组织目标而努力；
激励只在生理和安全需要层次上起作用；
绝大多数人只有极少的创造力。
因此企业管理的唯一激励办法，就是以经济报酬来激励生产，只要增加金钱奖励，便能取得更高的产量。所以这种理论特别重视满足职工生理及安全的需要，同时也很重视惩罚，认为惩罚是最有效的管理工具。麦格雷戈是以批评的态度对待X理论的，指出：传统的管理理论脱离现代化的政治、社会与经济来看人，是极为片面的这种软硬兼施的管理办法，其后果是导致职工的敌视与反抗。
他针对X理论的错误假设，提出了相反的Y理论。Y理论指将个人目标与组织目标融合的观点，与X Y理论的主要观点是理论相对立：
一般人本性不是厌恶工作，如果给予适当机会，人们喜欢工作，并渴望发挥其才能；
多数人愿意对工作负责，寻求发挥能力的机会；
能力的限制和惩罚不是使人去为组织目标而努力的唯一办法；
激励在需要的各个层次上都起作用；
想象力和创造力是人类广泛具有的。
因此，人是”自动人”。激励的办法是：扩大工作范围；尽可能把职工工作安排得富有意义，并具挑战性；工作之后引起自豪，满足其自尊和自我实现的需要；使职工达到自己激励。只要启发内因，实行自我控制和自我指导，在条件适合的情况下就能实现组织目标与个人需要统一起来的最理想状态。
X理论和Y理论的实验[ 2 ]
莫尔斯和洛施在亚克龙工厂和卡默研究所同时进行X理论实验，他们用严格监督和控制的办法对工人进行管理，施加精神的。心理的和物质上的压力，期望激发职工的工作热情。结果工厂生产效率提高了，而研究所的效率则下降了。他们又在史脱克领研究所和哈特福工厂同时进行了理论实验，为职工创造一切条件，为他们排除一切前进障碍，满足他们各种需求，以此来激励职工的积极性。实验结果正好与X理论的实验结果相反，研究所工作效率提高了，而工厂的效率降低了。
根据以上两个实验的结果，莫尔斯和洛施提出了超Y理论。应把工作或生产效率，同管理形式和职工胜任感三者有机地结合起来，才能产生和提高工作或生产的效率。
理论和理论点评X Y
X理论把人的行为视为机器，需要外力作用才能产生，Y理论把人视为一个有机的系统，其行为不但受外力影响，而且也受内力影响。这是两种截然不同的世界观价值观。
当然并无证据证实某一种假设更为有效，也无证据表明采用Y理论联系的假设并相应改变个体行为的做法，更有效地调动了员工的积极性。现实生活中，确实也有采用X理论而卓有成效的管理者案例。例如，丰田公司美国市场运营部副总裁鲍勃。麦格克雷（Bob Mccurry）就是X理论的追随着，他激励员工拼命工作，并实施”鞭策”式体制，但在竞争激烈的市场中，这种做法使丰田产品的市场占有份额得到了大幅度的提高。
所谓X理论，
Reflects the manager's distrust of employees and advocates strict supervision of employees. The Y theory holds that employees are good and can be motivated to work for the enterprise. X belongs to the theory of managers believe that individual business goals and objectives of staff may not be the same, companies require employees to work hard, while men are lazy, so the work in the company are easy to hate, especially difficult to avoid hard work. Therefore, in order to complete the work of enterprises, only the staff to develop strict discipline, to take coercive, regulatory, punitive and other measures. In this atmosphere, and honest employees will be docile and obedient good employees. The managers of the X theory are very alert to their actions and very sensitive to what they say and do. They are more inclined to adopt military management, requiring subordinates to obey the orders of their superiors, or to punish them.
Y theory with China ancient thought "Men at their birth, good in nature" point of view is very similar, that people have a conscience and consciousness, as long as the conditions are right, the general staff will work hard. Employees are required to work well and must not rely solely on harsh management systems and punitive measures. If the enterprise can take the correct incentive measures, employees can not only work in their own constraints, consciously complete the assigned tasks, but also to play their potential. Managers who hold this belief tend to adopt a loosely guided approach to managing employees to participate in management by setting goals together with their employees so as to achieve the goal of completing tasks.
In recent decades, Y theory has been paid more and more attention and application by managers. Japanese scholar Deming's total quality management method is based on the theory of Y. On the surface, Y theory and X theory are contradictory to each other, but they are actually two sides of the same problem, and not incompatible must choose one antagonistic relationship, one on one aspect is obviously one-sided.
We can also say that the X theory and the Y theory are two different terminals on the unified value lever. We can see from the two, no matter how you look at the staff on the staff of this goal and management is absolutely necessary, not only to respect employees, inducing them to consciously work to formulate scientific and strict management system, restrict some of the employees. In this value lever, the left end is X theoretical management, and the right end is Y theoretical management, management of punctuation should be based on the quality of employees, company management and work characteristics and other flexible motorized sliding. In the company with poor staff quality, weak management foundation and low productivity, the management punctuation should slide to the left, and the right side should slide. Outstanding managers should be based on the actual situation of enterprises and the quality of staff characteristics, good at using this lever, pay attention to management art, staff management to maintain a high level.
About Z theory
Japanese scholar William Daneo compares the different management characteristics of Japanese enterprises and American enterprises. After referring to X theory and Y theory, the author puts forward the so-called Z theory and generalizes the management of Japanese corporate culture. Z theory emphasizes the cultural characteristics of management, which is mainly composed of trust, delicacy and intimacy. According to this theory, managers should show trust to employees, and trust can motivate employees to treat enterprises in a sincere manner, treat colleagues, and work loyally for enterprises. Subtlety refers to the understanding of different personalities of employees, so as to form the best partner or team according to their own personality and specialty, and increase the labor rate. Intimacy emphasizes the role of personal feelings and promotes a close and harmonious partnership between employees and works together for the purpose of the enterprise.
X theory and Y theory answer the basic principles of employee management. Z theory rubs humanistic feelings in the eastern countries into management theory. We can use Z theory as a supplement and improvement of X theory and Y theory, staff management, according to the actual condition of enterprise flexible system and the relationship between humanity and regulation and consciousness, develop the interests of employees with the interests of enterprises and management method.
About super Y theory
The super Y theory is a new management theory proposed by American management psychologist John Morse (J.J.Morse) and Jay Losi (J.W.Lorscn) according to the hypothesis of "complex man" in 1970. It is mainly in the 1970 Harvard Business Review Magazine published in the ultra Y theory, and 1974 published in the organization and other members: contingency method in a book. The theory holds that there is no static, universal and best management,
According to the internal and external environment variables and the management idea and management technology for the relationship between variables, take appropriate management measures flexibly, management should be suitable for the nature of the work, the quality of members etc.. Super Y theory in the experimental analysis on X theory and Y theory, this paper presents a new combination of X theory and Y theory, and unlike the X theory and Y theory, is a kind of expedient strain management theory advocates. In essence, it requires the best coordination of work, organization, individual, environment and other factors.
相关关键词： y理论为主题的论文
