What is the Y theory of the human nature hypothesis

Theory Y of the human nature hypothesis refers to the view that integrates personal goals with organizational goals, as opposed to Theory X. The basic ideas of Theory Y include the following:

1.It is extremely natural for people to consume physical and intellectual strength in their work, just as naturally as play and rest. The average person is not born with an aversion to work, work is a kind of satisfaction.

2.Motivation to work toward the goals of the organization, external control and the threat of punishment are not the only ways. In order to achieve the goals to which he has been committed, he will "self-supervise" and "self-control".

3.People's commitment to a goal is a kind of reward that arises after achieving the goal. This kind of reward can drive people towards the goals of the organization.

4.As long as the situation is appropriate, ordinary people can not only learn to take responsibility, but also learn to fight for it. The common phenomena of evasion of responsibility, lack of ambition, etc., are the result of acquired rather than innate.

5.The ability to solve organizational problems with a high degree of imagination, intelligence, and creativity is something that most people have, not a few.

6.In the context of modern industrial life, only a part of the wisdom potential of ordinary people has been utilized.

These assumptions are dynamic, rather than static, and point to the possibility of human growth and development, not based on general standards of work, but on a vision for the in-depth development of human resource potential.

Theory Y Theory Y refers to the idea of integrating personal goals with organizational goals, as opposed to Theory X. Basic Ideas of Theory Y: Theory Y refers to the idea of integrating personal goals with organizational goals.

Theory Y: A theory that assumes human nature as a love of work and a heartfelt willingness to take responsibility.

The four hypotheses of human nature are as follows:The four theories are: the homo economicus hypothesis.

Social man hypothesis, self-actualization person hypothesis, complex person hypothesis. This view is an American psychologist.

and behavioral scientist Schein's 1965 book "Organizational Psychology", put forward four hypotheses about human nature, which are worth recalling for managers.

Application of the four hypotheses:As a social-historical being, man's thoughts and behaviors are complex, far beyond the above simple assumptions of human nature. However, it is precisely because the assumptions about human nature will affect the management thinking and management methods, so as managers, we must give as much full and scientific understanding of human nature as possible.

Along the road of "economic man, social man, complex man, self-realization man" to explore human nature, implement management, success must not be too far away.

There are 4 hypothetical theories of human nature. The differences are as follows:

1. The "homo economicus" hypothesis: (also known as: X theory).

It is believed that human behavior is in pursuit of their own best interests, and the main motive for work is to obtain financial rewards.

2. The "social person" hypothesis.

It is believed that the material benefits obtained by people in their work are the secondary aspects of mobilizing their enthusiasm, people attach importance to living in peace with the people around them, and good interpersonal relations are the decisive factors in mobilizing the enthusiasm of production.

3. The "self-actualized person" hypothesis: (also known as: Theory Y).

Advocate creating a favorable environment for employees, so as to give full play to their personal potential, expertise and creativity.

4. The "complex person" hypothesis: (also known as: super-Y theory).

Based on the fact that "people are complex", we expect a more reasonable explanation of people's needs and motivations for work.

Introduce. 1. The main motive of human work is social needs, people require a good working atmosphere, and they require the establishment of a good interpersonal relationship with colleagues, and obtain a basic sense of identity through the relationship with colleagues.

2. As a result of the industrial revolution and the rationalization of work, work has become monotonous and disorderly, so it is necessary to seek the meaning of work from the social reform of work.

3. Informal organizations are conducive to meeting people's social needs. Thus, the social impact of informal organizations has a greater impact on people than the economic incentives of formal organizations.