Critique of HROD Theory: A Thai Perspective on Theories X and Y by Douglas McGregor
คำสำคัญ:
HROD Theory, Theories X and Y, Critique Theoryบทคัดย่อ
This article critiques Douglas McGregor’s Theory X and Theory Y within the context of Thai human resource and organizational development. It begins by outlining McGregor's theories, which categorize managerial assumptions about employee motivation and behavior. Theory X views employees as inherently lazy and needing control, while Theory Y sees them as self-motivated and capable of self-direction. The analysis highlights the application of these theories in various Thai organizations, demonstrating their relevance despite cultural and economic differences. The document also discusses the limitations of applying a binary model to employee motivation, emphasizing the need for a nuanced understanding of individual motivations and the influence of context. Additionally, it references the concept of Relative Virtue and cultural hierarchies in Thailand, suggesting that effective management must consider these factors. Ultimately, the critique reaffirms the significance of McGregor's theories while advocating for a more flexible application that accommodates diverse workforce needs.
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