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"Management is more of a benevolent dictatorship versus democracy."
– Bryce's Law

INTRODUCTION

Obviously touched a nerve in some of my recent newsletters, including:

46 – The Death of Management – October 17 2005

http://www.phmainstreet.com/mba/ss051017.pdf

47 – Parenting of Management – October 24, 2005

http://www.phmainstreet.com/mba/ss051024.pdf

48 – The first thing to do, Let's Kill all the Bean Counters – October 31, 2005

http://www.phmainstreet.com/mba/ss051031.pdf

I want to thank those of you who have flooded my email and the queue
responded to my blog with comments and observations on the
these elements. In his comments, it seems that there is a small management
applied in the field of information technology and business
world at large. I refer in jest to lack of management
workplace and the theory of zero (0), but perhaps it is time to revisit the three
management theories and see what is actually used.

The three theories of management

Before starting, we forget that our actions are based
on perception rights, whether real or false. Therefore, the
Three theories are based on management perceptions, for example, how
perceive the nature of our workers. If we believe people will act or react
certain situations in a specific manner, we will use in our management of
philosophy, if the force raw carrot and stick, or to allow free will. From
this basis, to see how the three theories are applicable:

Theory X ( "Management dictatorial ") – is a derivative of" science
Management, "a concept that better illustrates the time and motion studies of a
late nineteenth century industrial engineer named Frederick W.
Taylor. Taylor notes the workers under his supervision at the Midvale
Steel Company of Philadelphia brought their own shovels to work independently
What size pieces of coal, have to shovel. He suggested
Management that the company provide the blades to match the size of the
and weight of individual loads, the increase in total
each worker could shovel coal in one day. The efficiency and production
the cornerstone of the theory X, which leads to the assembly and industrial production.

The philosophy of management style theory X is based on the view
human nature:

1. People have a natural aversion to work.

2. People must be coerced, controlled, and threatened
   the trouble to get them to make adequate efforts immediately
   achieving the objectives of the company.

3. The average person prefers to be directed, wishes to avoid
   responsibility, has little ambition and want more security.

Now theorists ask how this behavior is described
inherent in human nature and how it is learned behavior
heads who handle these cases. Perhaps the
hypothesis is validated itself: workers are always
treated by an authoritarian like sloths,
tend to behave in this way.

Theory Y (participative management) – Most observers agree that
And the theory of management philosophy has resulted in a series of
experiments in the 1930s at the Hawthorne plant of Western electronic
in Chicago. The employees were divided into two groups: a "test" of group
who worked in changing lighting conditions and a "control group"
working in constant lighting conditions. When the test group
improved light conditions, their productivity has increased as
expected. But what has puzzled researchers a similar increase the
productivity during the Enlightenment worsened. Compounding the
mystery of the control group increased when the test group
did. It was concluded that Both groups believe that the managers gave
their attention and they responded with an improvement
performance. This discovery of the management of human relations has been
called theory Y.

Theory Y assumptions represent a much more positive
evaluation of human behavior and resulted in thousands
mentoring programs and management training in 1960 and
70, the purpose of which is to help managers change their
assumptions of human nature of a radiograph From Theory to Theory Y
Outlook. Fundamental Premises of the Theory Y are:

1. The expenditure of physical effort and mental work is also
   natural as reading or rest.

2. External control and threat of punishment are not the only
   means to the effort towards the goals Company.
   People are going to show leadership and self-control to
   achieve the goals that are important.

3. Commitment objective is in proportion to reward
   associated with their attainment.

4. The average human being is not learned in a good condition
   only accept but seek responsibility.

5. The ability to exert a relatively high
   imagination, ingenuity and creativity in solving work
   problems is wide, without limitation, in this population.

6. Under the conditions of modern industrial life, the
   intellectual capacity of the average human being only only partially used.

Theory Z ( "Group Participation") – Theory Z was introduced in
UCLA 1981 by Professor Dr. William Ouchi in his book of the same
http://www.amazon.com/exec/obidos/tg/detail/-/0201055244/002-7460060-7215220?v=glance

name. It is based in the comments of the management of Japanese Ouchi
practices of the time. Basically, the theory Z promotes employee
participation in decision making, which increases their motivation
and productivity. This management style focuses on long-distance
planning, decision making by consensus and neutral employee loyalty of workers.

Ouchi concludes that Japanese managers earned more than
employee directors States States, because the whole structure of
Japanese society encourages mutual trust and cooperation. This
The management philosophy is based on the following assumptions:

1. In the long term, even lifetime employment is expected therefore
   directors and employees.

2. Employees are freedom and the opportunity to "grow".

3. Decisions should be that group decisions and participation of workers
   managers.

4. Subordinates are people at work (as opposed to being
   classified as securities or units of production).

5. Management has a general concern for the welfare subject.

6. Open communication, both vertically and horizontally, is standard.

7. There is full trust between groups and individuals as
   all have the same goals – the good of the organization.

8. Cooperation, not competition, is the basis of relations
   within the company.

We have done business in Japan since 1976 and have
Theory Z personally seen in action. For example, when we sold our
"Pride" Methodologies in Japan, we had to make several
sales presentations to a single company so that all stakeholders
to reach a consensus on whether this was the appropriate course of action
for business to continue. After several months of discussions,
finally get a contract. Comparing U.S. companies
make a presentation Sales only to senior management and about
on sale within days or weeks. However, credit to the Japanese,
because everyone approves purchase, they have all made an effort
to install and use, if they fail, it would be "losing face." Western
Managers, by contrast, would the product by persons
throat (in theory X) and methods that have been considered as the will
of a person and not the company in general. Hence, when the
Manager left the company, "Pride", followed shortly behind.

Which is better?

Most managers of the Theory X Theory and some others may become
Heads of Theory Z. Most, however, the use of a combination. There
has no right "management style because the style is appropriate depends on
the type of people that use and type of business you run.

But what is the current trend? During the second half of the 20th century
there were no casualties of a precise movement of the Theory X Theory Y But now it seems
the pendulum swings back the theory X. As indicated in my against Bean "
Article, mentoring and training programs for employees (a cornerstone of the theory Y) is
endangered as a means of reducing costs. Moreover, under the "Parenting
Management "scenario, employees more young people need much closer monitoring
and management, which lends itself to a philosophy of Theory X.

Even the theory Z in Japan shows signs of erosion. Well the Japanese
the economy has become the 1980s, has declined considerably in recent
fifteen, what the Japanese to rethink the way they operate and
conduct business in a rapidly changing economy in the world. Japanese entrepreneurs realize
have the luxury of waiting months to make a group decision
and although they still want to be faithful to work, realize a
sacrifices are inevitable. Moreover, thanks to Hollywood and the Internet, younger
Japanese workers no longer share the same values as its predecessors. Frankly,
collecting a large amount of bad work habits of their Western counterparts. Concepts
such as employment by the loyalty of business life and hard work evaporates slowly
Japanese Business Culture.

Back to Collection

How we choose to manage others and how we choose to be managed based in our
perceptions. For example, if we believe a person to be lazy, to be applied
Theory X management style. But if we believe that people are responsible
take initiative and succeed, while we used the theory Y and Z.

As I mentioned in "Management of Parenting" appeared a generation gap
between management and the latest generation of workers. Management
perceive that today's young workers as immature, unorganized, undisciplined,
and evade responsibility. Whether or not is irrelevant. These perceptions
what counts. Because of this, it is therefore not surprising that the theory X
management practices are again increasing.

For young workers who are frustrated by management as
Management is with you, the only advice I can offer is to make a
a concerted effort to improve their interpersonal and communication
skills. If you have received something of this paper is that appearances
are extremely important. His physical appearance, ways of expression and
Conduct a role play important in how they are perceived by management. Are
someone who is bright, but not sure how to apply their skills or not
you have a history proven performance? In other words,
time to grow. As President Calvin Coolidge observed years ago:

"Nothing in the world can take the place of persistence.
Talent does not, nothing is more common for men who have fallen
talented. Genius will not, unrewarded genius is almost a
proverb. Education no, the world is full of people education
wrecks. Persistence and determination alone are omnipotent.
The motto of the press "on" has solved and always will solve the
the problems of the human race. "

CONCLUSION

Management is more than a benevolent dictatorship versus democracy. It
operates according to its own whims. If the administration wants to be tyrannical, that
will. To allow group participation, will. And if you decide not nothing,
he will. But understand this management style is based on what the manager
thinks is good for the company and how they perceive their workers. Sometimes
management measures may be strange and unjustified. But there
You may have very rational reasons for acting as such, can be for strategic or
tactical purposes. Until recently, the worker can work on separate
riot, which is rarely the right decision. To overcome this problem,
management is to promote loyalty and faith in the trial.

Management is about human relationships, not numbers. If a manager is done before a
Workers face of adversity, in all likelihood, is going to build a good
employee for the future of the company. In return, the employee must commit
loyalty to the manager. Years ago, I remember The Matthies, the legendary
"Dean systems," taught me that a man should be always faithful to his manager
then it is his job. If the worker does not like the manager, who must
or to limit its language or exit. Only after the worker has ceased, Que talk
basket of his manager, and even then think twice before doing so.

Bottom line, the director's style of management is based on perceptions
workers, good or bad. If the worker believes he is not being treated
rather, it may be time to reconsider their relationship with the manager. And
This review begins with another mirror. Do you have enough work for only
happen or do you strive to achieve? Do you prefer being told what to do or are you
self-motivation? Do you dress appropriately? What is their form of expression
and manners? Habits? Remember, we as human beings act in our
perceptions. Want to know where you go now? Ask
yourself, "How I noticed?"

For information Additional theories X, Y and Z, see:

http://www.businessballs.com/mcgregor.htm

About the Author

Tim Bryce is the Managing Director of M. Bryce & Associates (MBA)
of Palm Harbor, Florida and has 30 years of experience in the field.
He is available for training and consulting on an international basis.
He can be contacted at: timb001@phmainstreet.com

Copyright © 2006 MBA. All rights reserved.

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