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Douglas McGregor, Revisited: Managing the Human Side of the Enterprise epub ebook

by Gary Heil

Douglas McGregor, Revisited: Managing the Human Side of the Enterprise epub ebook

Author: Gary Heil
Category: Management & Leadership
Language: English
Publisher: Wiley; 1 edition (March 24, 2000)
Pages: 224 pages
ISBN: 0471314625
ISBN13: 978-0471314622
Rating: 4.9
Votes: 640
Other formats: docx txt azw lit


The words of Douglas McGregor, one of the fore-fathers of management theory and one of the top business thinkers of all time, cannot and should not be ignored. Praise for Douglas McGregor, Revisited "This book revisits in a contemporary manner the most important question facing management today: given what we know about human nature, how should work be managed so as to unleash the vast creative potential of human beings?

So began Douglas McGregor in this 1960 management classic

So began Douglas McGregor in this 1960 management classic. It was a seemingly simple question he asked, yet it led to a fundamental revolution in management. Today, with the rise of the global economy, the information revolution, and the growth of knowledge-driven work, McGregor's simple but provocative question continues to resonate-perhaps more powerfully than ever before

In essays like "New Concepts of Management" and books like The Human Side of Enterprise, the late MIT educator Douglas McGregor argued articulately that corporations are not merely machines, nor are workers simply cogs to run them. Now, in Douglas McGregor, Revisited, Gary Heil, Warren G. Bennis, and Deborah C. Stephens resurrect many of these prescient observations and place them in a context appropriate for our times.

The book revisits, but not critically, and it largely ignores some of the more complex elements of Doug’s . However they were notable advances at the time. But this was clearly not the authors’ intentions

The book revisits, but not critically, and it largely ignores some of the more complex elements of Doug’s evolving thoughts. Further, it is often unclear which of the concepts discussed are originally Doug’s and which are those of the present authors. But this was clearly not the authors’ intentions. The book is directed to managers, not academicians. For this purpose it might be useful. Fortunately, the book’s last section includes portions of Doug’s more important works.

Includes bibliographical references and index. Pt. 1. Why McGregor Matters - 1. Why McGregor Matters - 2. Rethinking Your Thinking - 3. Becoming McGregorian - 4. Thinking Systematically - 5. Performance Appraisal or Performance Development - 6. Winning with Teams - 7. Build Cooperation Instead of Internal Competition - 8. Building the Intrinsically Motivating, Actualizing Organization - 9. Creating a. Cause Worthy of Commitment - 10. Leaders, Test Your Assumptions - Pt.

McGregor's book, The Human Side of Enterprise (1960), described Theory X and Theory Y based upon Maslow's . Heil . Bennis . and Stephens D. (2000). Douglas McGregor, Revisited: Managing the Human Side of the Enterprise (p. 236)

McGregor's book, The Human Side of Enterprise (1960), described Theory X and Theory Y based upon Maslow's original hierarchy of needs. 236). New York: John Wiley & Sons, Inc. Likert R. (1967).

Throughout the book, McGregor subjects cus- THE HUMAN SIDE OF ENTERPRISE tomary management practices to careful scru- Famed MIT scholar and father of Theory Y tiny. He uncovers the arbitrary core of perfor- management, Douglas McGregor published The mance appraisal and merit pay and scores Human Side of Enterprise (HSE) some forty years managerial manipulation of the illusion of par- ago. If newer were necessarily better, HSE ticipation. would now only merit a footnote

Douglas McGregor revisited: Managing the human side of the enterprise. The human side of enterprise in adventures in thought and action. Cambridge, MA: MI. oogle Scholar.

Douglas McGregor revisited: Managing the human side of the enterprise. The human side of enterprise. New York: McGraw-Hill. Schein, E. H. (1969).

Douglas McGregor, revisited: managing the human side of the enterprise. Really the theories propounded by Douglas McGregor actually the human nature. They are useful to me and can used at places that they best fit. Reply. The police manager: Professional leadership skills. 80 for an entire boxed set. The publisher gradually added books, and by the 1990s more than 27 titles in the series were authored by OD and MCD scholars such as Warner Burke, Susan Mohrman, Thomas Cummings, Larry Greiner, John Kotter, Richard Hackman, and Ed Lawler and Jay Galbraith.

The words of Douglas McGregor, one of the fore-fathers ofmanagement theory and one of the top business thinkers of all time,cannot and should not be ignored. McGregor's vision of a morehumanistic workplace may not have been widely accepted over threedecades ago, but technological advancements that McGregor himselfanticipated have paradoxically helped companies become more human.Viewing employees not as cogs in the machine but as living beingswith individual goals-what McGregor called "the human side of theenterprise"-has proven to provide a remarkable competitiveadvantage.Now, with the rise of the networked economy, the growing power offrontline workers, and the shift in power from mass producer toindividual consumer, authors Gary Heil, Warren Bennis, and DeborahStephens assert that McGregor's ideas are more important andrelevant than ever before.Douglas McGregor, Revisited emphasizes McGregor's lasting influenceand updates his thinking with new concepts, fresh strategies, andmodern implementation. This timely work traces McGregor's originalthinking, which has emerged in current approaches that stressdistributed leadership, open-minded appraisal techniques, andemployee/customer commitment.Highlighted throughout with gems of wisdom in McGregor's own words,the book describes the value of his theories for today's managers.The authors carefully outline how to put McGregor's thinking intopractice in your own business so you can:* Devise a better performance management system* Form and supervise effective management teams* Build cooperation instead of internal competition* Cultivate an intrinsically motivating, values-drivenworkplace* Create a cause worthy of employee commitmentAlso featured are examples from a host of companies and leaders whohave flourished under McGregor's approach. Authoritative and highlyinstructive, Douglas McGregor, Revisited offers new generations ofmanagers important lessons from history and from the field.Praise for Douglas McGregor, Revisited"This book revisits in a contemporary manner the most importantquestion facing management today: given what we know about humannature, how should work be managed so as to unleash the vastcreative potential of human beings? The evidence is overwhelmingthat many people either come to an organization or can beappropriately led to exhibit the behavior McGregor characterized as'Theory Y.' This book provides a 'how-to' approach for developingpeople at work and for establishing high performanceorganizations."-Joseph A. Maciariello, Horton Professor ofManagementPeter F. Drucker Graduate School of Management, Claremont GraduateUniversity and Claremont McKenna College. Author of Lasting Value:Lessons from a Century of Agility at Lincoln ElectricDouglas McGregor's seminal works, The Human Side of the Enterpriseand The Professional Manager, debunked Taylorism and described arevolutionary way to manage people. He was the first to apply thefindings in behavioral science to the world of business. Based onwhat had been learned about human behavior, McGregor explored theimplications of managing people in a different manner thantradition dictated.The nature of work today makes McGregor's ideas more relevant thanever before. This important book applies his thinking to today'sbusiness world, proving again that the human aspect of work iscrucial to organizational effectiveness. It also suggests how youcan change your thinking and implement his ideas in your ownbusiness and workplace.
Reviews (7)
Fenrinos
Thank you

Kuve
REturning to Human Side of any enterpirse is even more important in today's political climate. I live in an intentional community and hope to promote what it teaches here.

Xanzay
Somewhat applies to the 21st century

ZEr0
Enjoyed the well put together book. Great source for citation of Doctor McGegors social physiology of the work place.

Dakora
Very good purchase, the book is very helpful. The purchase was worth every penny

Doriel
I needed this book for a class and it came right on time as promised. I was so excited. I would buy from this seller again.

Forey
Great price, exact description, fast shipping!

If a list were compiled of the most influential business thinkers, McGregor's name would be near the top of that list. This brilliant book explains why. The authors enable us to "revisit" the unique achievements of someone who is too often under-appreciated or, worse yet, ignored. According to Peter Drucker, "With every passing year, McGregor's message becomes ever more relevant, more timely, and more important." The material is organized as follows:
Part 1 Why McGregor Matters
Part 2 Selected Essays of Douglas McGregor
In the first part, the authors provide a brilliant introduction to the essays which then follow. They quote liberally from McGregor's classic work, The Human Side of Enterprise. Perhaps you are already familiar with Robert Owen (1771-1858) whom James O'Toole characterizes as "the Thomas Edison of social invention. He was the first to devise or advocate numerous practices in industrial relations, education, and social policy that are still considered progressive today, more than 130 years after his death." More than a century later, McGregor addresses many of the same issues which Owen did. For example:
1. Creating a workplace in which people are treated as human beings
2. Offering incentives and rewards which enable people to motivate themselves to produce work of consistently high quality
3. Viewing the work force as an investment, not as a cost
4. Supporting and nourishing the personal as well as professional development of that work force
5. Formulating means by which to measure worker performance accurately...and fairly
Here is a brief excerpt from The Human Side of Enterprise:
"The outstanding fact about relationships in the modern industrial organization is that they involve a high degree of interdependence. Not only are subordinates dependent upon those above them in the organization for satisfying their needs and achieving their goals, but managers at every level are dependent upon all those below them for achieving their own and organizational goals."
These observations by McGregor explain why it is no coincidence that, year after year, the companies rated "the best to work for" are the same companies which dominate their respective industries, the same companies which have the greatest market value.
In his various works, McGregor devotes substantial attention to two different theories which "are not managerial strategies. They are underlying beliefs about the nature of man that influence managers to adopt one strategy rather than another." The core assumptions of Theory X are that (1) managers alone must organize and control the work to be done, (2) workers must totally subordinate their needs to those of the organization, (3) without strict supervision, workers would be indifferent (perhaps resistant) to the organization's needs because (4) the average worker is indolent, lacks ambition, prefers to be supervised, is self-centered, and dislikes change.
The core assumptions of Theory Y are that (1) "People are not by nature passive or resistant to organizational needs.", (2) "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.", (3) "It is the responsibility of management to make it possible to recognize and develop these human characteristics for themselves.", and (4) "The essential task of management is to arrange organization conditions and operation so that people can achieve their own goals best [italics] by directing their own [italics] efforts toward organizational objectives."
Thanks to Heil, Bennis, and Stephens, we now have in a single volume both a brilliant analysis of McGregor's ideas as well as an analysis of the implications of those ideas, and, a selection of McGregor's essays in which those ideas are introduced and developed. Who will gain the greatest value from this book? Those who now know little (if anything) about one of the most influential business thinkers. I agree with Drucker that, "With each passing year, McGregor's message becomes ever more relevant, more timely, and more important." I presume to suggest that that will continue to be true so long as there are organizations in which human beings have work to do.

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