南开大学版第四讲：人性假设.ppt

,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,*,第四讲：管理心理学的人性论,一、人性之争,人的,本质是什么,人性的争议,现实人性的构成,二、西方管心中人性假设,The Organization as an Iceberg,道格拉斯,麦格雷戈（,Douglas,McGregor,）的,X,Y,理论,(,McGregors Theory X and Theory Y),1960,，,管理理论,X,或,Y,的抉择,企业的人性面,Theory X,:Assumes the average worker is lazy,dislikes work,will do as little as possible,have little ambition,want to avoid responsibility,Managers must closely supervise and control through reward and punishment.,Theory Y,:Assumes,workers,are not lazy,can exercise self-direction,accept and actually seek out responsibility,and consider work to be a natural activity,Managers should allow the worker great latitude,and create an organization to stimulate the worker.,雪恩（,Edgar H,Schein,）,的四种人假设,经济人,社会人,自我实现人,复杂人,超,Y,理论,摩尔斯（,J J Morse,）,和洛奇（,J W,Lorsch,）,提出,阿吉,里斯（,ch.Argyris,）,的“不成熟”,“,成熟”理论,婴儿,成人,被动,主动,依赖,独立,有限的行为方式,多种多样的行为方式,肤浅、短暂的兴趣,持久、专一的兴趣,只顾及当前,有,长远的打算,从属地位,平等甚至支配他人的地位,缺乏自觉,自觉、自制,William,Ouchi,的,Z,理论,日本与美国的文化差异,.,USA culture emphasizes the individual,and managers tend to feel workers follow the Theory X model.,Japan culture expects worker committed to the organization first and thus behave differently than USA workers.,Z,理论,(,Theory Z),主张引进部分日本企业文化到美国企业来,.,Managers,stress long-term employment,work-group,and organizational focus.,A,型,J,型,Z,型,短期雇佣,终身雇佣,长期雇佣,迅速评价、晋什,缓慢评价、晋什,AZJ,专业化的职业道路,非,专业化,J,明确的控制,含蓄的控制,A,个人决策,集体决策,J,个人负责,集体负责,A,局部关系,整体关系,J,Physiological,Safety,Social,Esteem,Self-,Actualization,经济人,社会人,自我实现人,复杂人,