Mike Cardus
MAY 3, 2020
The use of metaphors for organization development , capacity building, and change can create multiple paths for you and your team to make decisions and solve problems. Business metaphors often return to McGregor’s theory x and theory y of manager’s perceptions of workers. Dragonfly and constraints on change.
LDRLB
MAY 26, 2010
Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s. McGregor felt that companies followed either one or the other approach. They possess the ability for creative problem solving, but their talents are underused in most organizations.
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The Practical Leader
APRIL 23, 2012
And women proved to be better at nurturing competencies such as developing others and building relationships. ” Jena McGregor published an interview with Zenger and Folkman last Friday. They were also ahead of most men in “taking initiative,” “practicing self-development,” and “driving for results.”
The Practical Leader
MAY 16, 2011
I’ve long been a reader of Warren ’s books on leadership, change, and team/organization dynamics. The next year (1948) Douglas McGregor (best remembered for The Human Side of Enterprise and its description of leadership approaches Theory X and Theory Y) became Antioch’s president. in economics and social sciences.
Curious Cat
JANUARY 17, 2017
” – Douglas McGregor. For the organization to work well as a whole, the components must work together. Winning companies win because they have good leaders who nurture the development of other leaders at all levels of the organization. . – Taiichi Ohno. ” is, “You don’t.”
The Practical Leader
AUGUST 17, 2011
A team or organization’s culture can be quite subtle. During leadership development workshops over the past few years, we developed our Range of Reality model to explain the often unconscious underlying values during executive and manager behavior ( Range of Reality: Choosing the Best or the Worst of Times ).
CO2
APRIL 20, 2012
It isn’t hard to see how this could apply in the workplace, and that’s just what organizational scholars did, showing that leaders develop different relationships with each subordinate as each party defines their respective roles. The Path-Goal Theory of Leadership was developed in the mid-’70s by Martin G. Evans and Robert J.
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