The Human Side of Enterprise: 25th Anniversary Printing [DELUXE EDITION] (Hardcover)

~ (Author)

Editorial Reviews

Product Description

This is a new printing of the classic work to celebrate the Twenty-Fifth Anniversary of its publication. It features a foreword by Warren Bennis of the University of Southern California. McGregor originated the famous Theories X and Y in this book.

Product Details

• Hardcover: 256 pages
• Publisher: McGraw-Hill/Irwin; 1 edition (August 1, 1985)
• Language: English
• ISBN-10: 0070450986
• ISBN-13: 978-0070450981
• Product Dimensions: 8.3 x 5.8 x 0.9 inches
• Shipping Weight: 14.4 ounces
• Average Customer Review: 5.0 out of 5 stars  See all reviews (7 customer reviews)
• Amazon.com Sales Rank: #73,472 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

19 of 19 people found the following review helpful:

5.0 out of 5 stars Let people find reward in their work without gimmickry., April 27, 1999

By A Customer

This book changed my life. I assumed I was lazy because I didn't like my work. McGregor helped me to see that I wasn't simply mercenary in my attitude toward work. He posits that each person can discover an almost hidden potential for satisfaction at work that will drive the individual to heights of achievement that are as intrinsically satisfying and remunerative to him/her as they are, of course, to the employer. I used to preserve a status quo and just mouth agreement to get along. I was unhappy because work didn't satisfy latent higher order achievement goals which I think I had subjugated through fear. Regardless of this personal scenario, what I think McGregor provides are key clues and methods for creating an environment in which the fear of offering ideas goes away. There are key pychological/environmental conditions which give rise to people who begin offering ideas and personal investment that they previously could never believe were possible. Read this book if you are hungry to have your people discover their strengths and begin to use them. Read this book if you are wondering what its going to take for you personally to buy into what your company is doing. I would rather be the janitor at NASA who believes his efforts are putting a man on the moon than an executive who has lost vision for what his company is doing.

14 of 14 people found the following review helpful:

5.0 out of 5 stars Great book about how to motivate an organization, August 19, 1997

By A Customer

This book does a great job in describing how humans are motivated and the practical implications for applying that as a manager. Any manager that wants to have a team that is self motivated and involved in their work should read this book. This requires that the manager create a framework in which the employee gets concrete feedback and understands his contribution to the organization. Once that framework is in place the employee will want to excel. Before reading this book I tended to think of employee measurement as a heavy handed, big brother tactic. After reading this book I have a better understanding of why keeping track in business is just like keeping score in golf or basketball. Keeping score if done to let someone track their own performance and not used as a management stick allows the business person at any level in the organization to improve and feel successful. A good complement to this book is "Keeping Score : Using the Right Metrics to Drive World-Class Performance" by Mark Graham Brown

10 of 10 people found the following review helpful:

5.0 out of 5 stars True management classic which will remain influential, October 18, 2001

By	Coert Visser "solutionfocusedchange.com" (Driebergen Netherlands) - See all my reviews (REAL NAME)

Amazon Verified Purchase

This book, written in 1960, is one of the true management classics, one of the greatest and most influential management books of the past century. McGregor describes Theory X and Theory Y, two fundamentally different ways managers view their employees. McGregor describes Theory X as the dominant view: people ar seem as lazy, not very capable, unwilling to work (unless you make them work), opportunistic and prepared to deceive (providing they think they won't be caught). Theory Y views people in a much more positive way: they are seen as intrinsically motivated, willing to work and basically honest. Now the essential point: the way you view people determines the way you treat them and the way you interpret their behavior, which determines the way they will respond to you, which in turn will reinforce the way you view(ed) them. In other words: both Theory X and Theory Y are true because they create their own reality! They are self-fulfilling prophecies. If you have a choice, what do you choose? This book, written many years ago, is still an interesting read and I think you can still read it in 2060 and find it relevant and interesting.