{"id":22099,"date":"2023-04-06T00:00:00","date_gmt":"2023-04-06T00:00:00","guid":{"rendered":"http:\/\/soubory.info\/znalost\/vliv-teorie-rizeni-xy-na-vykonnost-organizace\/"},"modified":"2023-04-06T00:00:00","modified_gmt":"2023-04-06T00:00:00","slug":"vliv-teorie-rizeni-xy-na-vykonnost-organizace","status":"publish","type":"post","link":"https:\/\/soubory.info\/znalost\/vliv-teorie-rizeni-xy-na-vykonnost-organizace\/","title":{"rendered":"Vliv teorie \u0159\u00edzen\u00ed X&Y na v\u00fdkonnost organizace"},"content":{"rendered":"
7. V\u00fdhody a nev\u00fdhody X&Y managementu <\/p>\n
<\/div>\n

8. P\u0159\u00edklady X&Y managementu v praxi <\/p>\n

<\/div>\n

8. Budoucnost X&Y managementu <\/p>\n

<\/div>\n

9. Z\u00e1v\u011br <\/p>\n

Zkoum\u00e1n\u00ed vlivu teorie X&Y managementu na v\u00fdkonnost organizace<\/div>\n
<\/div>\n

1. \u00davod do teorie X&Y managementu <\/p>\n

<\/div>\n

Teorie X&Y managementu vych\u00e1z\u00ed z my\u0161lenky, \u017ee \u00fasp\u011b\u0161n\u00e1 organizace se skl\u00e1d\u00e1 ze dvou odli\u0161n\u00fdch typ\u016f lid\u00ed: t\u011bch, kte\u0159\u00ed jsou orientov\u00e1ni na \u00fakoly, a t\u011bch, kte\u0159\u00ed jsou orientov\u00e1ni na lidi. Tato teorie vych\u00e1z\u00ed z prac\u00ed psychologa Douglase McGregora z 50. let 20. stolet\u00ed a pozd\u011bji ji rozvinul psycholog Abraham Maslow v 60. letech 20. stolet\u00ed. Tato teorie p\u0159edpokl\u00e1d\u00e1, \u017ee r\u016fzn\u00e9 typy lid\u00ed maj\u00ed r\u016fznou \u00farove\u0148 motivace a \u017ee organizace mus\u00ed tyto r\u016fzn\u00e9 typy lid\u00ed rozpoznat a podporovat, aby byly \u00fasp\u011b\u0161n\u00e9. <\/p>\n

2. Dv\u011b strany X&Y managementu<\/div>\n

Teorie X&Y managementu se skl\u00e1d\u00e1 ze dvou odli\u0161n\u00fdch stran: strany X a strany Y. Teorie X&Y je zalo\u017eena na dvou aspektech. Strana X je zam\u011b\u0159ena p\u0159edev\u0161\u00edm na c\u00edle a \u00fakoly orientovan\u00e9 na pln\u011bn\u00ed \u00fakol\u016f, zat\u00edmco strana Y je zam\u011b\u0159ena sp\u00ed\u0161e na c\u00edle a \u00fakoly orientovan\u00e9 na lidi. Ka\u017ed\u00e1 strana m\u00e1 sv\u016fj vlastn\u00ed soubor strategi\u00ed a taktik pro dosa\u017een\u00ed organiza\u010dn\u00edho \u00fasp\u011bchu. Nap\u0159\u00edklad na stran\u011b X mohou strategie zahrnovat stanoven\u00ed c\u00edl\u016f, poskytov\u00e1n\u00ed pob\u00eddek a zaveden\u00ed syst\u00e9m\u016f a proces\u016f. Na stran\u011b Y mohou strategie zahrnovat oce\u0148ov\u00e1n\u00ed a odm\u011b\u0148ov\u00e1n\u00ed v\u00fdkonu, rozv\u00edjen\u00ed vztah\u016f a poskytov\u00e1n\u00ed podpory a uzn\u00e1n\u00ed zam\u011bstnanc\u016fm. <\/p>\n

3. P\u016fvod teorie X&Y<\/div>\n

Teorii \u0159\u00edzen\u00ed X&Y poprv\u00e9 vytvo\u0159il Douglas McGregor v 50. letech 20. stolet\u00ed a d\u00e1le ji rozvinul Abraham Maslow v 60. letech 20. stolet\u00ed. McGregorova pr\u00e1ce se zam\u011b\u0159ila na my\u0161lenku, \u017ee r\u016fzn\u00e9 typy lid\u00ed maj\u00ed r\u016fznou \u00farove\u0148 motivace a \u017ee organizace mus\u00ed tyto r\u016fzn\u00e9 typy lid\u00ed rozpoznat a podporovat, aby byly \u00fasp\u011b\u0161n\u00e9. Maslow se ve sv\u00e9 pr\u00e1ci zam\u011b\u0159il na my\u0161lenku, \u017ee lid\u00e9 maj\u00ed r\u016fzn\u00e9 pot\u0159eby a \u017ee tyto pot\u0159eby je t\u0159eba zohlednit p\u0159i vytv\u00e1\u0159en\u00ed strategie \u0159\u00edzen\u00ed. <\/p>\n

4. P\u0159\u00ednosy \u0159\u00edzen\u00ed X&Y<\/div>\n

Teorie \u0159\u00edzen\u00ed X&Y m\u00e1 pro organizace \u0159adu v\u00fdhod. Zaprv\u00e9 pom\u00e1h\u00e1 organizac\u00edm l\u00e9pe porozum\u011bt r\u016fzn\u00fdm typ\u016fm lid\u00ed v organizaci, co\u017e jim umo\u017e\u0148uje p\u0159izp\u016fsobit strategii \u0159\u00edzen\u00ed jejich individu\u00e1ln\u00edm pot\u0159eb\u00e1m. Za druh\u00e9 poskytuje organizac\u00edm r\u00e1mec pro v\u00fdvoj syst\u00e9m\u016f a proces\u016f, kter\u00e9 jim pomohou dos\u00e1hnout jejich c\u00edl\u016f. A kone\u010dn\u011b podn\u011bcuje organizace k oce\u0148ov\u00e1n\u00ed a odm\u011b\u0148ov\u00e1n\u00ed v\u00fdkonu, co\u017e m\u016f\u017ee v\u00e9st k vy\u0161\u0161\u00ed produktivit\u011b a mor\u00e1lce. <\/p>\n

5. V\u00fdzvy \u0159\u00edzen\u00ed X&Y<\/div>\n

Navzdory mnoha v\u00fdhod\u00e1m p\u0159edstavuje teorie \u0159\u00edzen\u00ed X&Y pro organizace tak\u00e9 n\u011bkter\u00e9 v\u00fdzvy. Zaprv\u00e9 vy\u017eaduje, aby organizace m\u011bly jasnou p\u0159edstavu o r\u016fzn\u00fdch typech lid\u00ed ve sv\u00e9 organizaci. Za druh\u00e9 vy\u017eaduje, aby organizace byly flexibiln\u00ed a reagovaly na zm\u011bny v prost\u0159ed\u00ed. A kone\u010dn\u011b vy\u017eaduje, aby organizace dok\u00e1zaly ocenit a odm\u011bnit v\u00fdkon, co\u017e m\u016f\u017ee b\u00fdt obt\u00ed\u017en\u00e9 prov\u00e9st d\u016fsledn\u011b. <\/p>\n

6. Zaveden\u00ed \u0159\u00edzen\u00ed X&Y<\/div>\n

Zaveden\u00ed teorie \u0159\u00edzen\u00ed X&Y vy\u017eaduje, aby organizace m\u011bly jasnou p\u0159edstavu o c\u00edlech a z\u00e1m\u011brech sv\u00e9 organizace a tak\u00e9 o r\u016fzn\u00fdch typech zam\u011bstnanc\u016f. Organizace by tak\u00e9 m\u011bly vyvinout syst\u00e9my a procesy, kter\u00e9 jim pomohou dos\u00e1hnout jejich c\u00edl\u016f, a poskytnout zam\u011bstnanc\u016fm pob\u00eddky k dosa\u017een\u00ed jejich c\u00edl\u016f. Krom\u011b toho by organizace m\u011bly vytvo\u0159it kulturu uzn\u00e1v\u00e1n\u00ed a odm\u011b\u0148ov\u00e1n\u00ed v\u00fdkonu. <\/p>\n

7. P\u0159\u00edklady X&Y managementu v praxi<\/div>\n

Existuje \u0159ada p\u0159\u00edklad\u016f organizac\u00ed, kter\u00e9 \u00fasp\u011b\u0161n\u011b implementovaly teorii X&Y managementu. Jedn\u00edm z takov\u00fdch p\u0159\u00edklad\u016f je spole\u010dnost Google, kter\u00e1 vyvinula \u0159adu syst\u00e9m\u016f a proces\u016f, kter\u00e9 j\u00ed pom\u00e1haj\u00ed dosahovat jej\u00edch c\u00edl\u016f. Spole\u010dnost Google nav\u00edc vytvo\u0159ila organiza\u010dn\u00ed kulturu, kter\u00e1 uzn\u00e1v\u00e1 a odm\u011b\u0148uje v\u00fdkon. Dal\u0161\u00edm p\u0159\u00edkladem je spole\u010dnost Apple, kter\u00e1 m\u00e1 zavedenu \u0159adu motiva\u010dn\u00edch program\u016f, kter\u00e9 pom\u00e1haj\u00ed jej\u00edm zam\u011bstnanc\u016fm dosahovat jejich c\u00edl\u016f. <\/p>\n

8. Budoucnost \u0159\u00edzen\u00ed X&Y<\/div>\n

Teorie \u0159\u00edzen\u00ed X&Y bude pravd\u011bpodobn\u011b i v budoucnu d\u016fle\u017eitou sou\u010d\u00e1st\u00ed organiza\u010dn\u00edho \u00fasp\u011bchu. S t\u00edm, jak se organizace st\u00e1le v\u00edce globalizuj\u00ed a technologie se st\u00e1vaj\u00ed vysp\u011blej\u0161\u00edmi, bude pro organizace st\u00e1le d\u016fle\u017eit\u011bj\u0161\u00ed rozpozn\u00e1vat a podporovat r\u016fzn\u00e9 typy lid\u00ed. Nav\u00edc s t\u00edm, jak se organizace budou v\u00edce \u0159\u00eddit daty, bude st\u00e1le d\u016fle\u017eit\u011bj\u0161\u00ed pot\u0159eba syst\u00e9m\u016f a proces\u016f, kter\u00e9 pomohou organizac\u00edm dos\u00e1hnout jejich c\u00edl\u016f. <\/p>\n

9. Z\u00e1v\u011br<\/div>\n

Teorie \u0159\u00edzen\u00ed X&Y poskytuje organizac\u00edm r\u00e1mec pro pochopen\u00ed a podporu r\u016fzn\u00fdch typ\u016f lid\u00ed a tak\u00e9 pro v\u00fdvoj syst\u00e9m\u016f a proces\u016f, kter\u00e9 pom\u00e1haj\u00ed organizac\u00edm dosahovat jejich c\u00edl\u016f. Uzn\u00e1n\u00edm a odm\u011b\u0148ov\u00e1n\u00edm v\u00fdkonu mohou organizace vytvo\u0159it kulturu \u00fasp\u011bchu a zlep\u0161it v\u00fdkonnost organizace. S t\u00edm, jak se organizace st\u00e1le v\u00edce globalizuj\u00ed a technologie se st\u00e1vaj\u00ed vysp\u011blej\u0161\u00edmi, bude pot\u0159eba organizac\u00ed rozpozn\u00e1vat a podporovat r\u016fzn\u00e9 typy lid\u00ed st\u00e1le d\u016fle\u017eit\u011bj\u0161\u00ed.<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

7. V\u00fdhody a nev\u00fdhody X&Y managementu 8. P\u0159\u00edklady X&Y managementu v praxi 8. Budoucnost X&Y managementu 9. Z\u00e1v\u011br Zkoum\u00e1n\u00ed vlivu teorie X&Y managementu na v\u00fdkonnost organizace 1. \u00davod do teorie X&Y managementu Teorie X&Y managementu vych\u00e1z\u00ed z my\u0161lenky, \u017ee \u00fasp\u011b\u0161n\u00e1 organizace se skl\u00e1d\u00e1 ze dvou odli\u0161n\u00fdch typ\u016f lid\u00ed: t\u011bch, kte\u0159\u00ed jsou orientov\u00e1ni na \u00fakoly, a … \u010c\u00edst d\u00e1l<\/a><\/p>\n","protected":false},"author":1750,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[],"class_list":["post-22099","post","type-post","status-publish","format-standard","hentry","category-rizeni-zamestnancu"],"_links":{"self":[{"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/posts\/22099","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/users\/1750"}],"replies":[{"embeddable":true,"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/comments?post=22099"}],"version-history":[{"count":0,"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/posts\/22099\/revisions"}],"wp:attachment":[{"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/media?parent=22099"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/categories?post=22099"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/soubory.info\/znalost\/wp-json\/wp\/v2\/tags?post=22099"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}