Theories of Practice The Human Resources Frame人力资源框架理论.pptVIP

Theories of Practice:The Human Resources Frame If the principles of scientific management were considered “revolutionary,” the assertions of the early human resources theorists were “radical”... …as their hypotheses challenged the antecedents and theories of practice governing how managers viewed workers for the new Industrial era. One of the earliest precursors of human resources theory... David Owen Contrasting “pawns” and “origins”... The issue raised by the human resources theories of practice is that of better aligning people and organizations not people or organizations... because... The assumptions of human resources theories... 1. organizations exist to serve human needs The rise of industrial/organizational psychology in the 20th century, especially human needs theories, provided a theoretical focus to consider the fit of people and organization... Abraham Maslow (1954)... Chris Argyris (1957)... asserted that the worker-structure conflict is built into the traditional principles of organizational design and management Frederick Herzberg (1959)... formulated a two factor theory of the motivation to work: 2 FACTORS To inculcate higher motivation in workers, managers and leaders should focus on: While attending to worker morale and attitudes, managers and leaders recognize: According to Herzberg’s two-factor theory of motivation, the worst of all motivators is… Douglas McGregor (1960)... posited a theory of management, Theory X and Theory Y Theory X... Theory X... Theory X... Theory X... Theory Y... Theory Y... Theory Y... Theory Y... the essential task of managers and leaders is to arrange organizational conditions… While industrial/organizational psychology provided a theoretical focus to consider the fit of people and organization... Argyris Sch?n (1974, 1996)... juxtaposed two theories of practice, Model I and Model II Model I assumptions... organizations are competitive, dangerous places Model I theory-in-use... The Model I