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McGregor's "X and Y Theory" and Taylor's "Economic Man" hypothesis hold that people are naturally lazy and irresponsible, and only work for their own economic interests, even unwilling to work. Under the influence of this theory, managers will only consider how to force employees to work when formulating management systems. Therefore, in the early days of industrial economy, the management system was a mandatory "hard" requirement, which strictly stipulated what employees should and should not do in their daily work, and even required employees to complete a certain job. This programmed management system has no concern for employees at all, but only aims at improving production efficiency blindly. Employees can only obey this mandatory system for their own interests.
Restraint system With the development of the times and the change of the surrounding environment, employees will gradually resist the harsh system and fight for their rights. Accordingly, the system that has been modified to a certain extent by managers tends to "soften". Just as robert owen, the "father of interpersonal relationship", put forward management methods such as improving working conditions, promulgating child labor laws and shortening working hours, these are unprecedented. Obviously, when these measures are put forward, people are no longer regarded as "economic people" but as "social people". At this time, the management system has begun to care about and think about people themselves. Most domestic enterprises adopt this "carrot and stick" management system. From the perspective of employees, the management system is an invisible hand, which restricts their behavior and will be punished if they violate it; On the other hand, employees are not particularly resistant to this restraint system, and they also have concerns about the improvement of interpersonal relationships and working environment within the system. From the manager's point of view, the management system should not be too tight on employees, otherwise it will squeeze employees like a mandatory system and make employees dissatisfied. At this time, managers no longer equate people with machines, and the management system will not be as strict as the instructions of machines. It can be said that this restraint system is still somewhat softened in management system, but from the perspective of strength and scope, there is a feeling of "a drop in the bucket".