DOCSLIB.ORG

Douglas Mcgregor

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Douglas Mcgregor Life and Works of Douglas McGregor By Group 2 Members Anindita Basu Keshav Kumar Krishna Darshan R. Pankaj Singh Vidyadhara K. Vikrant Bahl Date 12 July 2006 Table of Contents Theory X and theory Y ................................................................................................... 4 Theory X ...................................................................................................................... 4 Theory Y ...................................................................................................................... 5 Characteristics of the Theory X Manager................................................. ....................... 6 Problems with Theory X .................................................................................................. 6 How you can manage upwards your X theory boss:............................................... ......... 7 Theory Y Management Implications ............................................................................... 8 McGregor and Maslow's hierarchy .................................................................................. 9 APPENDIX A: ‘X-Y Theory’ Questionnaire ................................................................10 About Douglas McGregor (1906-1964) A pioneering figure in the field of industrial relations, Douglas McGregor attended Wayne State University (B.A., L.L.D.) and Harvard (M.A., Ph.D.). In his youth he worked in his grandfather's institute for transient laborers in Detroit, where he gained insight into the problems faced by labor. As district manager for a retail gasoline merchandising firm, he learned the concerns of management. He was the first full time psychologist on the faculty of MIT, and helped to found its Industrial Relations Section. Throughout his career he consulted for union and management alike and served on the panel of arbitrators for the American Arbitration Association. McGregor resigned the presidency of Antioch to rejoin the MIT faculty in its new School of Industrial Management in 1954. Today Antioch McGregor bears his name in honor of his contributions to management theory. View a biographical sketch of McGregor or his CV.. Life and Work of Douglas McGregor 11 Review of “The Human side of Enterprise (HSE)” This book was published by Famed MIT scholar and father of Theory Y management, Douglas McGregor some forty years ago. If newer were necessarily better, HSE would now only merit a footnote. However, McGregor was an astute judge of the organizations of his era, and his moral perspective on human relations remains valuable even in altered circumstances. In fact, in this era of downsizing, pension insecurity, and aggressive investors seeking immediate return, it is useful to reconsider McGregor’s call to honor the unfulfilled potential of employees. The recent publication of Douglas McGregor, Revisited: Managing the Human Side of the Enterprise, by Gary Heil, Warren Bennis, and Deborah C. Stephens, makes it especially timely to look back at McGregor’s work. McGregor’s Theories X and Y are still prominently featured in textbooks on management and organizational theory. However, contemporary management scholars have largely rejected McGregor’s arguments, preferring contingency theories emerging from empirical studies. Even leading disciples of McGregor seem to follow the fashion and downplay the critical moral core of his thinking. Partly as a result, management scholars fail to perceive the need for profound reforms in organizations. HSE is best known for its juxtaposition of Theory X and Theory Y management philosophies. Theory X is the still persistent view that workers are ordinarily passive and resistant to the legitimate expectations of management and the organization. Alternatively, Theory Y, McGregor’s favored view, assumes that workers seek fulfillment from work and will prosper in an environment inviting their creative involvement. Throughout the book, McGregor subjects customary management practices to careful scrutiny. He uncovers the arbitrary core of performance appraisal and merit pay and scores managerial manipulation of the illusion of participation. InIn HSE McGregor disputes the motivational value of traditional forms of merit pay in which employees receive small variations in compensation based on subjective assessments of performance. Instead, he favors group rewards based on objective measures of unit performance and substantial awards for the few outstanding performers. With the decline of unions and the corresponding increase in managerial discretion, merit pay of the sort that McGregor challenged is common practice. HSE is still a pleasure to read. It is clearly written, and it reveals a non dogmatic but inquiring mind at work. Contemporary management students might miss the bright colors and multiple fonts of today’s texts, but they would benefit from exposure to this classic. McGregor’s thinking reminds one that there was a period in which many management thinkers accepted the legitimacy of unions. For example, Mary Van Kleeck, a Russell Sage Foundation researcher on human resource issues, grew increasingly committed to trade unionism and economic planning in the 1920s and 1930s. She embraced an “interpretation” of scientific management that prioritized workers and working conditions over company profits (Oldenziel, 2000). Life and Work of Douglas McGregor 22 Neil Chamberlain (1948) explored the union challenge to management control and found managers anticipating a kind of codetermination. McGregor strove to build a new model of management recognizing the new union reality, and his concept of the integration of interests in the enterprise envisioned a fundamental change in direction. Theory Y is compatible with collective bargaining, much more so than the unitarist-oriented human relations doctrines that predated it and most contingency models that followed it. A history of ideas perspective on McGregor highlights these discontinuities (as well as reveals McGregor’s debt to Abraham Maslow). McGregor’s years as president of Antioch College illustrate his willingness to experiment with participatory systems. Antioch pioneered the integrated work/study curriculum under the leadership of Arthur Morgan, better known for his stewardship of the Tennessee Valley Authority. As Antioch president, McGregor helped construct a model of college and community governance in which students played a decisive role. Antioch’s experimental nature and freewheeling politics led to an investigation by the House Un-American Activities Committee, and McGregor was obliged to defend its traditions of dissent and social reform (Scott Sanders, personal communication). McGregor later modified the extremely democratic views of his Antioch period. Factionalism among students and faculty, among other things, exhausted him and convinced him of the necessity of active leadership. When he retired, he commented: It took the direct experience of being a line executive and meeting personally the problems involved to teach me what no amount of observation of other people could have taught. I believed, for example, that a leader could operate successfully as a kind of adviser to his organization. I thought I could avoid being a “boss” . I hoped to duck the unpleasant necessity of making difficult decisions . I finally began to realize that a leader cannot avoid the exercise of authority any more than he can avoid responsibility for what happens to his organization (McGregor, cited in Bennis & Schein, 1966: 66–70). This new moderation did not, however, mean a repudiation of unionism or embrace of authoritarian management. Life and Work of Douglas McGregor 33 Theory X and theory Y Theory X and Theory Y are theories of human motivation developed in the 1960s that have been used in human resource management,, organizational behavior , and organizational development.. They describe two very different attitudes toward workforce motivation. McGregor felt that companies followed either one or the other approach. Theory X In this theory management assumes employees are inherently lazy and will avoid work if they can. Because of this workers need to be closely supervised and comprehensive systems of controls developed. A hierarchical structure is needed with narrowspan of control at each level. According to this theory employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can. Many managers (in the 1960s) tended to subscribe to Theory X, in that they take a rather pessimistic view of their employees. A Theory X manager believes that his or her employees do not really want to work, that they would rather avoid responsibility and that it is the manager's job to structure the work and energize the employee. The result of this Life and Work of Douglas McGregor 44 line of thought is that Theory X managers naturally adopt a more authoritarian style based on the threat of punishment. Theory Y In this theory management assumes employees are ambitious, self-motivated, anxious to accept greater responsibility, and exercise self-control and self-direction. It is believed that employees enjoy their mental and physical work activities. It is also believed that employees have the desire to be imaginative and creative in their jobs if they are given a chance. There is an opportunity for greater productivity by giving employees the freedom to be their best. A Theory Y manager believes that, given the right conditions, most people will want to do well at work
Load more

Recommended publications
  • Formal Aspects of Organization Structure; A
    FORMAL ASPECTS OF ORGANIZATION STRUCTURE; A CASE STUDY OF A STATE OWNED INSURANCE COMPANY by Cecilio Augusto Farias Berndsen A Dissertation Presented to the FACULTY OF THE GRADUATE SCHOOL UNIVERSITY OF SOUTHERN CALIFORNIA In Partial Fulfillment of the Requirements for the Degree DOCTOR OF PHILOSOPHY (Public Administration) June 1975 UMI Number: DP308/I5 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. Dissertalien RùibhsMng UMI DP30845 Published by ProQuest LLC (2014). Copyright in the Dissertation held by the Author. Microform Edition © ProQuest LLC. All rights reserved. This work is protected against unauthorized copying under Title 17, United States Code ProQuest LLC. 789 East Eisenhower Parkway P.O. Box 1346 Ann Arbor, Ml 48106- 1346 UNIVERSITY OF SOUTHERN CALIFORNIA THE GRADUATE SCHOOL UNIVERSITY PARK LOS ANGELES. CALIFORNIA 90007 PA.D. Pu VS" This dissertation, written by C ecilio Agusto Farias Berndsen ^ 'ASYA'S. i5 under the direction A.!?.....of Dissertation Com­ mittee, and approved by all its members, has been presented to and accepted by The Graduate School, in partial fulfillment of requirements of the degree of DOCTOR OF PHILOSOPHY D ea n DISSERTATION COMMITTEE hatrman TABLE OF CONTENTS LIST OF T A B L E S ................................... iv LIST OF F I G U R E S ................................. vi Œiapter I. INTRODUCTION............................... 1 Purpose and General Background Problem Area Research Question Importance of the Subject Towards a Definition of Formal Organization Structure Organization of the Remainder of the Dissertation II.
    [Show full text]
  • An Organizational Development Program for Academic Departments and Divisions at Community and Junior Colleges
    INFORMATION TO USERS This was produced from a copy of a document sent to us for microfilming. While the most advanced technological means to photograph and reproduce this document have been used, the quality is heavily dependent upon the quality of the material submitted. The following explanation of techniques is provided to help you understand markings or notations which may appear on this reproduction. 1. The sign or "target" for pages apparently lacking from the document photographed is "Missing Page(s)". If it was possible to obtain the missing page(s) or section, they are spliced into the film along with adjacent pages. This may have necessitated cutting through an image and duplicating adjacent pages to assure you of complete continuity. 2. When an image on the film is obliterated with a round black mark it is an indication that the film inspector noticed either blurred copy because of movement during exposure, or duplicate copy. Unless we meant to delete copyrighted materials that should not have been filmed, you will find a good image of the page in the adjacent frame. 3. When a map, drawing or chart, etc., is part of the material being photo­ graphed the photographer has followed a definite method in "sectioning" the material. It is customary to begin filming at the upper left hand corner of a large sheet and to continue from left to right in equal sections with small overlaps. If necessary, sectioning is continued again—beginning below the first row and continuing on until complete. 4. For any illustrations that cannot be reproduced satisfactorily by xerography, photographic prints can be purchased at additional cost and tipped into your xerographic copy.
    [Show full text]
  • A Comparison of the Leadership Styles of Principals and Factors of Organizational Climates of Selected Open Space Suburban Elementary Schools
    Loyola University Chicago Loyola eCommons Dissertations Theses and Dissertations 1980 A Comparison of the Leadership Styles of Principals and Factors of Organizational Climates of Selected Open Space Suburban Elementary Schools Theodore E. Hagensee Loyola University Chicago Follow this and additional works at: https://ecommons.luc.edu/luc_diss Part of the Education Commons Recommended Citation Hagensee, Theodore E., "A Comparison of the Leadership Styles of Principals and Factors of Organizational Climates of Selected Open Space Suburban Elementary Schools" (1980). Dissertations. 1933. https://ecommons.luc.edu/luc_diss/1933 This Dissertation is brought to you for free and open access by the Theses and Dissertations at Loyola eCommons. It has been accepted for inclusion in Dissertations by an authorized administrator of Loyola eCommons. For more information, please contact [email protected]. This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 License. Copyright © 1980 Theodore E. Hagensee A COMPARISON OF THE LEADERSHIP STYLES OF PRINCIPALS AND FACTORS OF ORGANIZATIONAL CLIMA'I'ES OF SELECTED OPEN SPACE SUBURBAN ELEMENTARY SCHOOLS by Theodore E. Hagensee •\ A Dissertation Submitted to the Faculty of the Graduate School of Loyola University of Chicago in Partial Fulfillment of the Requirements for the Degree of Doctor of Education A p r i 1 1 9 8 0 ABS~RACT PURPOSE The purpose of this study was to compare leadership styles of principals with the behavioral characteristics of teachers in suburban elementary schools that featured the open space type of environment. Sample schools had to satisfy the following open space dimensions: 1. An abundance of open space existed with its inherent flexibility of movement; 2.
    [Show full text]
  • Institute for Court Management , 197 1
    \ ec5 : COURT EXECUTIVE TRAINING PROGRAM DESIGN Documentation of First Training Effort: Institute for Court Management , 1971 Geoffrey S. Gallas Assistant Executive Director and Educational Consultant, Institute for Court Management Research Associate, University of Denver College of Law This report has been made possible by a grant from the United States Department of Justice, Law Enforcement Assistanp Administration, National Institute of Law Enforcement and Criminal Justice. P RE FACE The major use of this document will be in the design of University and extra-university development programs in the justice arena, Throughout the course of the first three Court Executive Development Programs, university professors (theoreticians) and active court administrators and judges (practitioners) have partici- pated in the design and redesign of the educational effort. In meetings, through correspondence and actual participation in the program, members of the Panel appointed by the National Academy of Public Administration, members of Visiting Committee of Judges led by Chief Justice Burger, and members of the outstanding and committed Institute Alumni have been able to guide ICM's program. The University of Denver College of Law has degree programs in Judicial Administration and provides a home to this project. Thanks is due to a loyal and honest friend and adversary, Becky Kechter. She served as a typist, editorial board, and critic. Judge Shirley Hufstedler took time from her demandinq schedule and reviewed a draft of this document. She significantly reduced the tenacity which would have been required of the reader. My bosses, teachers and tormenters are Ernest C. Friesen and R.T. Williams. The two of them aiong with the writer, R.T.'s wife, Marianne, and Bill Whittaker shared the mountains and valleys during the journey which are described in this document.
    [Show full text]
  • Synthesis of Leadership Theory to Date
    University of Montana ScholarWorks at University of Montana Graduate Student Theses, Dissertations, & Professional Papers Graduate School 1985 Synthesis of leadership theory to date Dale R. Robbins The University of Montana Follow this and additional works at: https://scholarworks.umt.edu/etd Let us know how access to this document benefits ou.y Recommended Citation Robbins, Dale R., "Synthesis of leadership theory to date" (1985). Graduate Student Theses, Dissertations, & Professional Papers. 5454. https://scholarworks.umt.edu/etd/5454 This Thesis is brought to you for free and open access by the Graduate School at ScholarWorks at University of Montana. It has been accepted for inclusion in Graduate Student Theses, Dissertations, & Professional Papers by an authorized administrator of ScholarWorks at University of Montana. For more information, please contact [email protected]. COPYRIGHT ACT OF 1976 Th is is an unpublished manuscript in which copyright s u b s is t s. Any further reprinting of its contents must be APPROVED BY THE AUTHOR. Mansfield Library University of Montana Date I A SYNTHESIS OF LEADERSHIP THEORY TO DATE by Dale R. Robbins B.A., University of Montana, 1980 M .Ed., Eastern Montana College, 1983 Presented in partial fulfillment of the requirements for the degree of Masters of Business Administration University of Montana 1985 Approved by \AA U — Chairman, Board of Examiners Dean, Graduate Scnoi Date UMI Number: EP40918 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted.
    [Show full text]
  • PUBLIC ADMINISTRATION and MANAGEMENT a Primer For
    If you have issues viewing or accessing this file contact us at NCJRS.gov. ~-~~----~--- - /',, '1 PUBLIC ADMINISTRATION AND MANAGEMENT A Primer for Masters Published by the National Institute of Corrections, U.S. Department of Justice September 1983 l · -. -,.--- ... PUBLIC AIJ.fINISTRATION AND MANAGEMENT JUt }L 1[~~4 This overview of public administration and management was A Primer For Masters excerpted from the unpublished Handbook for Special Masters fJ. CQ Ui SETI'O N S (Master's Version). The companion Handbook for Special Masters This somewhat oversimplified survey of public administr~­ tion and manageme~t provides masters with a basic understanding (Judicial Version) was published in August 1983. That volume, of the theories and practices of public administration. Most masters will spend a part of their monitoring careers trying when supplemented with this primer and The Law of Prisoners' to promote a measure of efficiency in bureaucratic organizations whose problems may be due largely to bad management. In some Rights -- A Summary for Masters, provides the new master with a systems and institutions, the will to reform simply exceeds the capacity to plan and implement change effectively. comprehensive overview of the practice of mastering in a correc- However, this does not mean that sound administration and tiona1 system. good management are unknown in corrections. Over the past two decades, correctional managers have undergone a remarkable meta­ morphosis. Where formerly few administrators received any ex­ posure to formal management training, now business schools and This pamphlet was written by J. Michael Keating, Jr., who academic criminal justice programs compete to attract and instruct correctional managers in basic principles of public administra­ also contributed to and did the final editing on the Handbook.
    [Show full text]
  • Identifying Criteria for a New MBA Program Model: a Qualitative Study of MBA Stakeholder Perceptions of 21St Century Management and Leadership
    CORE Metadata, citation and similar papers at core.ac.uk Provided by Pepperdine Digital Commons Pepperdine University Pepperdine Digital Commons Theses and Dissertations 2014 Identifying criteria for a new MBA program model: a qualitative study of MBA stakeholder perceptions of 21st century management and leadership Christopher Arthur Najera Follow this and additional works at: https://digitalcommons.pepperdine.edu/etd Recommended Citation Najera, Christopher Arthur, "Identifying criteria for a new MBA program model: a qualitative study of MBA stakeholder perceptions of 21st century management and leadership" (2014). Theses and Dissertations. 524. https://digitalcommons.pepperdine.edu/etd/524 This Dissertation is brought to you for free and open access by Pepperdine Digital Commons. It has been accepted for inclusion in Theses and Dissertations by an authorized administrator of Pepperdine Digital Commons. For more information, please contact [email protected] , [email protected]. Pepperdine University Graduate School of Education and Psychology IDENTIFYING CRITERIA FOR A NEW MBA PROGRAM MODEL: A QUALITATIVE STUDY OF MBA STAKEHOLDER PERCEPTIONS OF 21ST CENTURY MANAGEMENT AND LEADERSHIP A dissertation submitted in partial satisfaction of the requirements for the degree of Doctor of Education in Organizational Leadership by Christopher Arthur Najera December, 2014 June Schmieder, Ph.D. – Dissertation Chairperson This dissertation, written by Christopher Arthur Najera under the guidance of a Faculty Committee and approved by its members, has been submitted to and accepted by the Graduate Faculty in partial fulfillment of the requirements for the degree of DOCTOR OF EDUCATION Doctoral Committee: June Schmieder, Ph.D., Chairperson Jack McManus, Ph.D Elio Spinello, Ed.D © Copyright by Christopher Arthur Najera (2014) All Rights Reserved TABLE OF CONTENTS Page LIST OF TABLES .......................................................................................................................
    [Show full text]
  • A Causal Investigation Into the Relationships Between Supervisory Leadership Styles and Subordinate Satisfaction and Performance
    Louisiana State University LSU Digital Commons LSU Historical Dissertations and Theses Graduate School 1975 A Causal Investigation Into the Relationships Between Supervisory Leadership Styles and Subordinate Satisfaction and Performance. Kent Edward Curran Louisiana State University and Agricultural & Mechanical College Follow this and additional works at: https://digitalcommons.lsu.edu/gradschool_disstheses Recommended Citation Curran, Kent Edward, "A Causal Investigation Into the Relationships Between Supervisory Leadership Styles and Subordinate Satisfaction and Performance." (1975). LSU Historical Dissertations and Theses. 2867. https://digitalcommons.lsu.edu/gradschool_disstheses/2867 This Dissertation is brought to you for free and open access by the Graduate School at LSU Digital Commons. It has been accepted for inclusion in LSU Historical Dissertations and Theses by an authorized administrator of LSU Digital Commons. For more information, please contact [email protected]. INFORMATION TO USERS This material was produced from a microfilm copy of the original document. While the most advanced technological meat s to photograph and reproduce this document have been used, the quality is heavily dependent upon the quality of the original submitted. The following explanation of techniques is provided to help you understand markings or patterns which may appear on this reproduction. 1.The sign or "target" for pages apparently lacking from the document photographed is "Missing Page(s)". If it was possible to obtain the missing page(s) or section, they are spliced into the film along with adjacent pages. This may have necessitated cutting thru an image and duplicating adjacent pages to insure you complete continuity. 2. When an image on the film is obliterated with a large round black mark, it is an indication that the photographer suspected that the copy may have moved during exposure and thus cause a blurred image.
    [Show full text]
  • A Historical View of Douglas Mcgregor's Theory Y Charles M
    Management Decision A historical view of Douglas McGregor's Theory Y Charles M. Carson To cite this document: Charles M. Carson, (2005),"A historical view of Douglas McGregor's Theory Y", Management Decision, Vol. 43 Iss 3 pp. 450 - 460 Permanent link to this document: http://dx.doi.org/10.1108/00251740510589814 MD 43,3 A historical view of Douglas McGregor’s Theory Y Charles M. Carson 450 School of Business, Samford University, Birmingham, Alabama, USA Abstract Purpose – The purpose of this paper is to trace Douglas McGregor’s Theory Y thinking back from pre-industrial revolution philosophers up through McGregor and his contemporaries and to explore how Theory Y evolved after its introduction. Design/methodology/approach – This is a review article relying on literature reviews and synthesizing concepts and ideas from related sources. Findings – This article examines the emergence of Theory Y as one of the hallmark relationship management principles of the last half of the 20th century. McGregor stands in a unique place in management history. He has one foot in the early human relations movement, and another foot in the movement of scholars who advocated a heightened awareness of management’s responsibility for the human side of employer-employee relations. McGregor serves as a true facilitator for growth and advancement in the field of management, in general, and human relations, in particular. Originality/value – This paper holds value to management scholars and practitioners in its utility as a means of tracing the evolution of one of the most important management concepts of the last half of the 20th century.
    [Show full text]
  • Management and the Arts
    Management and the Arts Fourth Edition William J. Byrnes Foreword by Dan J. Martin AMSTERDAM • BOSTON • HEIDELBERG • LONDON NEW YORK • OXFORD • PARIS • SAN DIEGO SAN FRANCISCO • SINGAPORE • SYDNEY • TOKYO Focal Press is an imprint of Elsevier Focal Press is an imprint of Elsevier 30 Corporate Drive, Suite 400, Burlington, MA 01803, USA Linacre House, Jordan Hill, Oxford OX2 8DP, UK © 2009, by Elsevier Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Permissions may be sought directly from Elsevier’s Science & Technology Rights Department in Oxford, UK: phone: (ϩ44) 1865 843830, fax: (ϩ44) 1865 853333, E-mail: [email protected]. You may also complete your request on-line via the Elsevier homepage (http://elsevier.com), by selecting “Support & Contact” then “Copyright and Permission” and then “Obtaining Permissions.” Library of Congress Cataloging-in-Publication Data Byrnes, William J. Management and the arts / William J. Byrnes ; foreword by Dan J. Martin. -- 4th ed. p. cm. Includes bibliographical references and index. ISBN 978-0-240-81004-1 (pbk. : alk. paper) 1. Arts—United States—Management. I. Title. NX765.B87 2009 700.68--dc22 2008026268 British Library Cataloguing-in-Publication Data A catalogue record for this book is available from the British Library. ISBN: 978-0-240-81004-1 For information on all Focal Press publications visit our website at www.books.elsevier.com. 08 09 10 11 5 4 3 2 1 Printed in the United States of America.
    [Show full text]
  • „‚ Management by Objectives
    ❚❘ MANAGEMENT BY OBJECTIVES Thomas M. Thomson Managers always have been challenged to produce results, but the modern manager must produce them in a time of rapid technological and social change. Managers must be able to use this rapid change to produce their results; they must use the change and not be used or swallowed up by it. Both they and the organizations they manage need to anticipate change and set aggressive, forward-looking goals in order that they may ultimately begin to make change occur when and where they want it to and, in that way, gain greater control of their environments and their own destinies. The most important tool the manager has in setting and achieving forward-looking goals is people, and to achieve results with this tool the manager must: first, be able to instill in the workers a sense of vital commitment and desire to contribute to organizational goals; second, control and coordinate the efforts of the workers toward goal accomplishment; and, last, help his or her subordinates to grow in ability so that they can make greater contributions. In hopes of increasing individual production and contribution, managers have resorted to many different approaches: they have tried to get commitment and hard work through economic pressure and rewards; they have sought greater production by teaching the workers the best or most efficient ways to do a job; and they have tried to cajole their employees into a sense of well-being, hoping that their comfort would produce a desire to contribute. All these approaches had some success, but none succeeded totally in injecting enough of that element of vitality and adaptability into organizational life to allow it to thrive and remain viable in this age of change and sociotechnological turmoil.
    [Show full text]
  • Organizational Culture and Leadership
    Schein.ffirs 6/14/04 9:25 AM Page v Organizational Culture and Leadership Third Edition Schein.ffirs 6/14/04 9:25 AM Page ii Schein.ffirs 6/14/04 9:25 AM Page i Schein.ffirs 6/14/04 9:25 AM Page ii Schein.ffirs 6/14/04 9:25 AM Page iii Organizational Culture and Leadership Schein.ffirs 6/14/04 9:25 AM Page iv Edgar H. Schein Schein.ffirs 6/14/04 9:25 AM Page v Organizational Culture and Leadership Third Edition Schein.ffirs 6/14/04 9:25 AM Page vi Copyright © 2004 by John Wiley & Sons, Inc. All rights reserved. Published by Jossey-Bass A Wiley Imprint 989 Market Street, San Francisco, CA 94103-1741 www.josseybass.com No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-750-4470, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax 201-748-6008, e-mail: [email protected]. Jossey-Bass books and products are available through most bookstores.
    [Show full text]