Keynesian long-term friend theory

Introduction

Douglas McGregor, an American social psychologist, developed the Theory X and Theory Y models in his 1960 book, The Human Side of Enterprise. This theory broadened the way in which employers studied their workers, revolutionizing the way that managers dealt with their employees. It was originally based on the work of Abraham Maslows Hierarchy of Needs, but McGregor was the first to apply this model to management and the workplace. McGregor proposed that there were two different types of management approaches, that can be broken down into separate theories. He labeled these theories as Theory X and Theory Y, and explained the differences between them in terms of how employees are treated, and how they should be treated.

Theory X

Theory X management focuses on a pessimistic outlook toward employees. Theory X managers believe that employees are generally unmotivated and dislike their work, so they should be tightly monitored and need to be both coerced and controlled in order to do the job correctly. Theory X managers focus on controlling and micromanaging their employees, rather than providing incentives for high performance or creating a trusting relationship with their employees.

Theory Y

Theory Y management is a much more optimistic strategy than Theory X, and focuses on creating a trusting relationship between the manager and the employee instead of relying on control and coercion. Theory Y managers believe that employees are self-motivated and want to do their best work, so they focus on providing incentives and rewards for performance, as well as creating an environment of trust where employees can thrive.

McGregor’s Theory X and Theory Y in Modern Management

McGregors theory has had a lasting impact on the way that businesses manage their employees. Many companies have adopted a more Theory Y-focused outlook on managing employees, realizing that creating a trusting and rewarding working relationship with their employees can have a positive effect on performance and morale.

At the same time, there are still some businesses who rely on the more controlling and punitive Theory X approach to managing their employees. This outdated management style can lead to low employee morale and a lack of motivation, as employees feel that their hard work is undervalued or their opinions don’t matter.

Conclusion

McGregors Theory X and Theory Y models are still used in many businesses today. It is clear that the more trusting and rewarding Theory Y approach has the potential to create a much more collaborative and efficient workplace environment, whereas the more controlling Theory X approach can lead to a lack of motivation and poor performance. As businesses continue to strive for improved productivity and engagement, it is important to consider the strategies and techniques that McGregor proposed for effective management.

The Kelman long term friendships theory was developed by Stanley Kelman at Harvard University. This theory postulates that relationships that endure over a long period of time are shaped by three key predispositions: social identity, communal solidarity, and self-efficacy.

Social identity is the basic idea that people’s sense of self is shaped or organized by their membership in a larger societal group. People who share a common identity with other members will experience greater mutual understanding, trust and shared commitment.

The second factor contributing to long-term relationships is communal solidarity. This reflects the idea that people who have gone through similar experiences, such as experiences of suffering, or who have shared experiences of joy, or growth, will have stronger feelings of connection and friendship with one another.

The third component of Kelman’s theory is self-efficacy. This means that people who feel a greater sense of control over their lives and their future will be better-equipped to form and maintain long-term friendships. People who are willing to set goals, take risks, and learn from their experiences are more likely to establish and maintain long-term friendships.

Overall, Kelman argued that the stability of long-term friendships is determined by a combination of factors, including shared identity, mutual understanding, shared experiences, and self-efficacy. He believed that these factors, individually and in combination, foster a strong bond that can sustain over the course of many years. This idea has been consistently borne out in empirical research, with the evidence pointing to the importance of the three key predispositions mentioned above in the development and maintenance of strong, lasting friendships.