What is the theory from?

Theory Z is a type of driving technique that has grown up from a hybrid of American and Japanese access to business. Its main characteristics are the municipal type of atmosphere that is supported between employees, and devotion to social improvement and values ​​that are as important as the efforts to profit. While the municipal aspects of the theory from the spring of Japanese management styles, determination to stimulate individual success in the group atmosphere comes from American business philosophy. Other distinguishing features of this theory include slow upward development within the company and a long -term working range for workers and high support from management in the form of skills development and training. McGregor assumed that the most inefficient procedures of management come from the fact that managers had a rooted negative attitude of Towajich employees. He called this approach "X theory" and noted that the justice for the abilities and motivation of workers had injected. On the other hand, a much more benevolent relationship between workerEM and an employer known as "theory y" was McGregor's solution.

Another theorist named William Ouchi in 1981 responded to the theory of Y by saying that individualism supported by American companies could actually lead to short explosions of excessive productivity. Ouchi, however, felt that the competitive nature of the US system would eventually be counterproductive. As a result, he came up with the theory of Z, which took some of these American principles and tied them to the community -oriented approach of Japanese companies.

, according to the Principle of theory, has all its employees harmoniously on a common goal, even as individual staff within Company still has the opportunity to excel. The positive relationship between managers and workers representing the theory of Y remains, but it is a step further by turning the whole society into one unified group. I even make it possibleUsing all decisions on taking a company on the basis of consensus.

Many competing aspects of the US system are discouraged by the theory from and its insistence on a slow schedule of promotion for its employees. However, employees benefit from the fact that a company operating within this theory is less likely to hire and fire quickly, instead prefers to keep employees as long as possible. Excellent support is provided for employees in this system and the whole company operates not only for profits, but also for the benefit of the company that serves.