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Managers are not born they are made?
There is a tendency to believe that managers and leaders are "born" with the temperament to lead and succeed, but conversely the only way to become proficient is through experience.
Should the managers of a company own sizable amounts of common stock in the company?
I believe thay should have some money invested in the company.
What is the different management of theories?
There are various People Management Theories. Some are:Maslow's hierarchy of needs theoryAccording to this theory, people have layers of needs, and until the lower-layer needs are satisfied, they will not move to satisfy the upper-layer needs. For example, if you are unemployed and broke, and as a result your very survival is in danger, you don't care about buying health insurance or life insurance or dating to look for a life partner.Herzberg's motivation-hygiene theoryThis theory classifies the factors needed to motivate people into two categories: hygiene factors and motivating factors. Hygiene factors are necessary for motivation but not sufficient; they do not bring satisfaction, but they prevent dissatisfaction. Some examples are compensation; company policies; level of supervision or ownership of the assigned work; relationship with superiors, subordinates, and peers; and working conditions. Motivating factors are factors that bring (or increase) job satisfaction. Some examples are challenging work assignment, opportunity for career advancement and accomplishments, opportunity for growth, sense of responsibility, and recognition.McGregor's X-Y theoryAccording to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.etc
Why do employees resist change?
Employees may resist change because of fear of losing their current positions. They may also resist because they believe the change will put them under more scrutiny or put more pressure on them.
What is meaning of hard hrm or soft hrm with example?
I do hope this isn't to assist you in any assignment work! ;) Simply, Hard/Soft HRM are contrasting approaches to human resource management. As an example; a manager employing the Hard HRM approach (aka Michigan/Theory X) will be strict and assume employees are inherently lazy and will avoid responsibility whenever possible. They also believe that workers/employees have one reason to be in work: money. They are looking out for themselves only with no respect for organisational goals. A manager employing the Soft HRM approach (aka Harvard/Theory Y) will be more lenient. They will trust the employees a lot more and gather opinion and take it on board. They also believe that workers/employees seek responsibility and come to work with the intention to impress and progress. They also believe that they have the organisations interests at heart and so they share common goals. Obviously, this is extremely basic. Fortunately, they both work. Unfortunately, they don't work all the time in all situations. Hope this helps. Such a tedious subject.
What is the first formula of the Toyota Production System?
First, top managers needed not only to believe in the system but to convey their commitment to lower-level employees.
Was aguinaldo justified in having bonifacio executed?
Not everyone will agree. If you believe Bonifacio's actions were tresonous, yes his execution was justified. If you believe his actions were not treasonous, then his execution was not justified.
What Theory managers see workers as being lazy and unwilling to accept responsibility?
Theory X managers believe that workers are inherently lazy and avoid responsibility, requiring close supervision and control. They assume that employees need to be coerced or incentivized to perform their jobs effectively. This perspective can lead to micromanagement and a lack of trust between management and employees.
Recommend the mcgregors theories of management?
According to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.
Why does ball believe that the US is justified in Vietnam?
he doesnt
Managers are made not bornDiscuss?
Most would argue that managers are born. This is because these managers personality favors being the boss, knowing what to do under stress, and being determined to get the job done.
Can murder be justified?
Murder can be justified in cases such as the preservation of human life or in the case of self defence. This is very controversial as many people believe that how can some one judge what is justified to what is not.
Are mail carriers government employees?
Yes I believe they are governmant employees
Theory x and y were given by whom?
Theory X and Theory Y are created and developed byDouglas McGregor at the MIT Sloan School of Management in the 1960sAccording to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
What are the important limitations of McGregors Theory X Theory Y?
According to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
What is McGregors X Y theory?
McGregor's X-Y theory is a management theory that proposes two contrasting views of employee motivation. Theory X asserts that employees are inherently lazy and require strict oversight, while Theory Y suggests that employees are internally motivated and can excel when given autonomy and trust. It highlights the importance of management style in shaping employee attitudes and performance.
Can government employees run for public office?
I believe fed employees can run for office as long as they are non-partisan. I believe they have to run as independents.
