第四講：人性假設(shè)

1、第四講：管理心理學(xué)的人性論1一、人性之爭人的本質(zhì)是什么人性的爭議現(xiàn)實人性的構(gòu)成2二、西方管心中人性假設(shè)3The Organization as an Iceberg4道格拉斯麥格雷戈（Douglas McGregor ）的X,Y理論(McGregors Theory X and Theory Y)1960，管理理論X或Y的抉擇企業(yè)的人性面5Theory X :Assumes the average worker is lazy, dislikes work, will do as little as possible, have little ambition, want to avoid r

2、esponsibility 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 activityManagers should allow the worker great latitude, and cre

3、ate an organization to stimulate the worker.6雪恩（Edgar H Schein）的四種人假設(shè)經(jīng)濟人社會人自我實現(xiàn)人復(fù)雜人7超Y理論摩爾斯（J J Morse）和洛奇（J W Lorsch）提出8阿吉里斯（ch.Argyris）的“不成熟”“成熟”理論9嬰兒成人被動主動依賴獨立有限的行為方式多種多樣的行為方式膚淺、短暫的興趣持久、專一的興趣只顧及當(dāng)前有長遠的打算從屬地位平等甚至支配他人的地位缺乏自覺自覺、自制10William Ouchi 的 Z 理論日本與美國的文化差異. USA culture emphasizes the individual,

4、 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理論 (Theory Z)主張引進部分日本企業(yè)文化到美國企業(yè)來.Managers stress long-term employment, work-group, and organizational focus.11A型J型Z型短期雇傭終身雇傭長期雇傭迅速評價、晉什緩慢評價、晉什AZJ專業(yè)化的職業(yè)道路非專業(yè)化J明確的控制含蓄的控制A個人決策集體決策J個人負(fù)責(zé)集體負(fù)責(zé)A局部關(guān)系整體關(guān)系J1