Approach of McGregor's X and Y Theory Associated with the Adaptive or Non-Adaptive Culture Construct of Kotter and Heskett An Empirical Study in Goiás, Brazil

Main Article Content

Francisco Alberto Severo de Almeida, Prof. Dr.
Kênia Tomaz Marques Caetano, Prof.
Marcelo Duarte Porto, Prof. Dr.

Abstract

This empirical research aimed to identify if there is an association between the organizational management model based on McGregor 's X and Y Theory with the construct of the adaptive and non-adaptive culture approach of Kotter and Heskett. The methodology of the research is exploratory and descriptive, based on bibliography and field research. The bibliographical revision was structured from classic compendia of the administration, with the objective of recovering the theoretical basis of the conceptualization of Theory X and Y, and the contemporary literature for the understanding of the current scenario of organizational culture. The survey was applied in satellite companies of the fashion, food and service segment in a Shopping Center established in the city of Anápolis-Goiás. To measure the data collected, the following statistical tools were applied: Alpha Cronbach, to evaluate the density of the questionnaire data; the Pearson Correlation Coefficient, to verify, through analysis of the correlation and linear regression between the data surveyed, if there is an association relationship between the adaptive and non-adaptive organizational culture approach and the McGregor X and Y Theory approach; and the F statistic to obtain the significance test of the hypotheses and make the decision to accept or reject the null hypothesis. The results of this investigation point to the existence of evidence that associates the management model based on McGregor 's X and Y Theory to the Kotter' s Construct and Heskett 's approach to non-adaptive and adaptive culture.

Downloads

Download data is not yet available.

Metrics

Metrics Loading ...

Article Details

How to Cite
Almeida, F. A. S. de, Caetano, K. T. M., & Porto, M. D. (2018). Approach of McGregor’s X and Y Theory Associated with the Adaptive or Non-Adaptive Culture Construct of Kotter and Heskett. International Journal for Innovation Education and Research, 6(12), 197-210. https://doi.org/10.31686/ijier.Vol6.Iss12.1270
Section
Articles
Author Biographies

Francisco Alberto Severo de Almeida, Prof. Dr., State University of Goias

PhD in Administration from the University of São Paulo (2010). And Post doctorate from the University of Porto - Portugal (2011) and (2015). He is currently an effective professor at the State University of Goiás and the leader of the Egesi Research Group - Strategy in Management, Education and Information System. Together with the Department of Communication and Journalism of the University of Porto, it develops research on the process of information management and innovation in a cooperation network. Experience in the area of ​​Administration in Public Finance and Business Strategy, working mainly on the following topics: cooperation and business strategy, information management, socio-economic diagnosis, cooperation and innovation network, distance education and public budget.

Kênia Tomaz Marques Caetano, Prof., Faculdade Metropolitana de Anápolis

Graduated in Business Administration from the State University of Goiás (2004). Specialized in Corporate Management from Fundação Getúlio Vargas (2006). Master's degree in Agribusiness from the Federal University of Goiás. He has experience in Administration, with emphasis on Marketing, Business Strategy and Sales. Lecturer in the Business Administration course of Metropolitan School of Anapolis in the disciplines of Business Strategy, Human Resources, Marketing and others. He has lectured at the Federal University of Goiás, Universidade Estadual de Goiás and Universidade Católica de Anápolis in the subjects of Materials Management, Financial and Budgetary Administration, Financial Mathematics, Project Management, Human Resources Management and Marketing. Acted as tutor of the EAD at the Federal University of Goiás.

Marcelo Duarte Porto, Prof. Dr., State University of Goias

Post-Doctor in Psychology from Universidade Católica de Brasília (UCB). Graduated in Psychology from the University of Brasília (1999), Mestre (2002) and Doctor (2008) in Psychology from the same institution. He has been a professor at the State University of Goias since 2004. He teaches and directs the Master's Degree in Science Teaching. He has experience in Psychology, with emphasis in Clinical Psychology, Psychology of Education and Teaching and Learning Processes. He is author of the following books:  Inclusive Education: Conceptions and Practices in Teacher Perspective  ;  Psychoanalysis: From Sexuality to Social Life ;  Prevention of the Bullyig phenomenon: a study with focus groups on the social role of the teacher ;  From Canalhice to Redemption: Nelson Rodrigues and Supereu Brasileiro; Uncomplicated Scientific Methodology: Research & Practice for Beginners  ; Full Member of the Academy of Letters of Brasília (ACLEB), in which he works as Cultural Director. Member of the Editorial Board of the Editora da Universidade Estadual de Goiás (UEG).

References

[1] Amah E.(2012)Corporate Culture and Organizational Effectiveness: A Study of the Nigerian Banking Industry. European Journal of Business and Management,4(8), 212-229

[2] Ahmed, M. e Shafiq, S. (2014).The Impact of Organizational Culture on Organizational Performance: A Case Study of Telecom Sector.In: Global Journal of Management and Business Research: A Administration and Management. (14), 21-29

[3] Almeida, F. A. S. A et al (2014) Dicotomia da Cooperação Empresarial e Cultura Organizacional sob o Enfoque da Teoria X e Y de McGregor: Um estudo empírico. In: Almeida, F. A. S. A (Org.) Coletânea Luso-Brasileira. Gestão da Informação, Cooperação em Redes e Competitividade. (5) 217-238

[4] Araújo, L. C. G. D. e Garcia,A.A.(2014). Gestão de Pessoas: Estratégias e Integração Organizacional (3a ed.) São Paulo: Atlas.

[5] Bennis, W. G. (1976). Organizações em mudanças. São Paulo: Atlas.

[6] Carvalho, S. G. (2007).Cultura Organizacional como Fonte de Vantagem Competitiva.In: H. D. M. Mori, T. M. L. Mendes e Z.L. Menegon.Gestão do Fator Humano – uma visão baseada em stakeholders. São Paulo: Saraiva.

[7] Drucker, P. F. (2002)Introdução à Administração. São Paulo: Pioneira Thomson Learning.

[8] Etzioni, A. (1973) Organizações modernas. (3a ed.). São Paulo: Livraria Pioneira Editora

[9] Gelfand, M.J., Erez, M., e Aycan, Z. (2007). “Cross-Cultural Organizational Behavior”. Annual Reviewof Psychology, 58(20), 1-35.

[10] Judge, T. A. et al. (2008). Leadership. In:Barling and Cooper(Org) The Sage Handbook of Organizational Behavior: Micro Persperctives.(Vol.1 pp. 334-353).

[11] Kotter, J. P. e Heskett, J. L. A (1994).Cultura corporativa e o desempenho empresarial. São Paulo: Makron Books.

[12] López, D.H. e Garcia, J.C. L. (2010).Microculturasy cultura organizacional: Construccióndialéctica em laorganización. Revista Faculdad de CienciasEconómicas:Investigación Y Reflexión18(1), 151-167

[13] Macedo et al. (2011).Aspectos comportamentais da Gestão de Pessoas. Rio de Janeiro: FGV.

[14] March, J.G e Simon, H. A (1966), Teoria das organizações. Rio de Janeiro: FGV.

[15] McGregor, D. (1960). Os aspectos humanos da empresa. Lisboa: Livraria Clássica.

[16] McGregor, D. O (1980).Lado humano da empresa. São Paulo: Martins Fontes, 1980.

[17] Moscovia, F. (1981).Competência interpessoal no desenvolvimento de gerentes. RevistaAdministração empresas, 21(2), 17-25.doi.10.1590/S0034-75901981000200002

[18] Pires, J. C. D. S. e Macedo K.B. (2006).Cultura Organizacional em Organizações Públicas no Brasil. Revista de Administração Pública, 40(1), 81-104.

[19] Rebelo, T., Gomes, D. e Cardoso, L. (2001).Aprendizagem organizacional e cultura: relações e implicações. Psycologica, 27, 66-69

[20] Rhinesmith, Stephen. (1993).Guia Gerencial para a globalização. Rio de Janeiro: Berkeley,

[21] Rynes, S. L.Tobert, P. S; Strausser, P. G. (1988).Aspiration to manage: a comparison of engineering student and working engeneers. Journal of Vacacional Behavior 32(2), 239-253.

[22] Schein, E.H. (2010).Organizational culture and leadership. (4aed). San Francisco: Jossey-Bass.

[23] Silva, S. S. F. da, NASCIMENTO, T. da C. C., SÁ, I. P. (2007) Diagnóstico da cultura organizacional presente no hospital regional de Picui-PB. Qualit@sRevista Eletrônica.V6.n1.

[24] Silva, R. O. Teorias da administração (2008). São Paulo: Pearson Prentice Hall.

[25] Simon, H.A. (1947).Administrative Behavior. New York: Macmillan.

[26] Sørensen, Jesper B. (2001).The Strength of Corporate Culture and theReliability of Firm Performance.Administrative Science Quarterly47(1) 70-91.
[27] Stewart, E. W. e James A. G. (1971).IntroductiontoSociology. New York: McGraw Hill.
[28] Toledo, F. D eMilioni, B. (1979).Dicionário de administração de recursos humanos. Rio de Janeiro: Expressão e cultura.

[29] Trompenaars F., (1994).Nas ondas da cultura, como entender a diversidade cultural nos negócios. São Paulo, Educator.