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Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation. [6] Due to these assumptions, Theory X concludes the typical workforce operates more efficiently under a hands-on approach to management. Theory X managers believe all actions should be traceable to the individual responsible.
Control deprivation is the act of not giving an individual their desires, wants and needs in a deliberate way to control that individual. [1] It is often achieved through acts such as lacking affection, acting indifferent and detached, failing to respond, emotional distance, deliberately withholding sex, shifting blame to the individual, and by other techniques.
Managers tend to believe one or the other and treat their employees accordingly. Theory X states that employees dislike and try to avoid work, so they must be coerced into doing it. Most workers do not want responsibilities, lack ambition, and value job security more than anything else. [2]
Contingency theory of leadership. In the contingency theory of leadership, the success of the leader is a function of various factors in the form of subordinate, task, and/ or group variables. The following theories stress using different styles of leadership appropriate to the needs created by different organizational situations.
In the Dilbert comic strip of February 5, 1995, Dogbert says that "leadership is nature's way of removing morons from the productive flow". Adams himself explained, [1] I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don't want doing actual work.
The field of organization identification studies and questions organizational control of employees through efforts to increase or improve organizational identification. Cheney states that organizational policies actually affect the development of identification "in terms of what is communicated to the employee". [16] "Organizational ...
The theory of the labor managed firm explains the behavior, performance and nature of self-managed organizational forms. Although self-managed (or labor-managed) firms can coincide with worker ownership (employee ownership), the two are distinct concepts and one need not imply the other.
Growth of ghost cities in China, mostly from not yet agglomerated areas between or adjacent metropolitan areas or coal mining towns, as in the case of the most famous example, Kangbashi New Area of Ordos, are an example of spatial mismatch. In the case of places near metropolitan areas, it represents less of a risk going forward than in mining ...