Douglas McGregor’s Human Side of Enterprise

The purpose of this white paper is to criticize Douglas McGregor's "human aspects of business" such as the opinion of other experts and its relevance in today's organization. The opening remarks at Douglas McGregor's corporate human resources department show that industries in the 1950s can make good use of physical science and technology to benefit human beings but that social science is not yet incorporated into favorable impact on human organizations In 1957, McGregor believed that social science is at the forefront of human organization as nuclear energy is a physical science (Natemeyer & McMahon, 2001).

Douglas McGregor, the company's own human resources are revolutionary, but his theories X and Y do not define many other factors that determine the employee's working conditions. These factors include employment stability, agreement decisions, late evaluation and promotion procedures, and individual responsibilities within the group. In this technology world, the most important task for management is to create an environment where all departments of the organization can create an atmosphere of collaboration. As Joseph Scanlon said, in order to actually use it in practice, we must first live it, and even today's social science shows this fact.

This theory was developed by Douglas McGregor. McGregor wrote in his book "The Enterprise of Humanity" as follows: "The theory assumes that the management and management of its human resources determines the overall characteristics of the company.They also manage their descendants We will determine the quality of the product. " Behavior-Related Assumptions These assumptions depend on factors that influence human behavior and help administrators adopt appropriate incentives to meet behavioral requirements. His theory is based on two sets of assumptions about human behavior that helps apply incentives to them. One set of hypotheses is called theoretical X and is called another set of hypothetical theory Y.