{"id":8725,"date":"2022-12-26T07:52:05","date_gmt":"2022-12-26T06:52:05","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=8725"},"modified":"2024-05-13T14:58:07","modified_gmt":"2024-05-13T12:58:07","slug":"teoria-z","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/teoria-z\/","title":{"rendered":"Te\u00f3ria Z"},"content":{"rendered":"<p>Te\u00f3riu Z zostavil William Ouchi v osemdesiatych rokoch uplynul\u00e9ho storo\u010dia, ktor\u00e9 boli pre Ameriku dos\u0165 \u0165a\u017ek\u00e9, \u010do sa t\u00fdka ekonomiky. V t\u00fdchto rokoch sa naopak ve\u013emi dobre darilo Japonsku, a preto te\u00f3ria Z vych\u00e1dza pr\u00e1ve z v\u00fdberu toho najlep\u0161ieho, \u010do zah\u0155\u0148a japonsk\u00fd a americk\u00fd <a href=\"https:\/\/www.euroekonom.sk\/manazment\/\">poh\u013ead na mana\u017ement<\/a> a spr\u00e1vanie sa k zamestnancom <a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a>.<\/p>\n<h2>Vznik te\u00f3rie Z<\/h2>\n<p>K vytvoreniu te\u00f3rie &#8222;Z&#8220; predch\u00e1dzalo zop\u00e1r ekonomicko \u2013 historick\u00fdch faktorov. V sedemdesiatych rokoch, ke\u010f Spojen\u00e9 \u0161t\u00e1ty stratili ekonomick\u00e9 prvenstvo, nastal prudk\u00fd vzrast Japonska. Okrem japonsk\u00fdch v\u00fdrobkov vzr\u00e1stol v Eur\u00f3pe, ale aj USA z\u00e1ujem aj o japonsk\u00fd \u0161t\u00fdl riadenia. Vzh\u013eadom na diametr\u00e1lne odli\u0161nosti vo v\u00fdchodnej a z\u00e1padnej kult\u00fare, boli niektor\u00e9 pokusy o aplik\u00e1ciu zna\u010dne problematick\u00e9. Postupom \u010dasu sa japonsk\u00e9 prvky adaptovali na z\u00e1padn\u00e9 podmienky a uplatnili a uplat\u0148uj\u00fa sa v pozmenenej forme v mnoh\u00fdch eur\u00f3pskych a americk\u00fdch firm\u00e1ch.<\/p>\n<h2>Princ\u00edpy te\u00f3rie Z<\/h2>\n<p>William Ouchi porovn\u00e1val odli\u0161n\u00fa kult\u00faru americk\u00fdch a japonsk\u00fdch organiz\u00e1ci\u00ed. Rozdelil ich na dve filozofie, \u201ete\u00f3ria A\u201c a \u201ete\u00f3ria J\u201c. V oboch pr\u00edstupoch sa odr\u00e1\u017eali kult\u00farne rozdiely, ale napriek tomu sa sna\u017eil spoji\u0165 v\u00fdhody americkej organiza\u010dnej kult\u00fary (individu\u00e1lna zodpovednos\u0165) a <a href=\"https:\/\/www.euroekonom.sk\/japonsky-manazment-a-jeho-aplikacia-v-praxi\/\">japonskej organiza\u010dnej \u0161trukt\u00fary<\/a> (kolekt\u00edvneho rozhodovania) a vytvoril nov\u00fd pr\u00edstup \u2013 \u201ete\u00f3riu Z\u201c. Postupom \u010dasu sa japonsk\u00e9 prvky adaptovali na z\u00e1padn\u00e9 podmienky a uplatnili a uplat\u0148uj\u00fa sa v pozmenenej forme v mnoh\u00fdch eur\u00f3pskych a americk\u00fdch firm\u00e1ch<br \/>\nTe\u00f3ria Z reaguje na siln\u00fd vzostup Japonska vo v\u00fdrobe a obchode. Z\u00e1ujem o japonsk\u00fd pr\u00edstup k riadeniu a vedeniu ho viedol k anal\u00fdze a porovnaniu s americk\u00fdm pr\u00edstupom. japonsk\u00fd pr\u00edstup nazval Ouchi te\u00f3ria J, americk\u00fd te\u00f3ria A. Spojen\u00edm hlavn\u00fdch v\u00fdhod oboch vytvoril nov\u00fd pr\u00edstup, te\u00f3riu Z.<\/p>\n<h3>Princ\u00edpy te\u00f3rie J<\/h3>\n<p>Te\u00f3ria J je zalo\u017een\u00e1 na princ\u00edpoch:<\/p>\n<ul>\n<li>Do\u017eivotn\u00fd pracovn\u00fd pomer<\/li>\n<li>Ne\u0161pecializovan\u00e1 kari\u00e9ra<\/li>\n<li>Kolekt\u00edvne rozhodovanie<\/li>\n<li>Implicitn\u00e9 kontroln\u00e9 mechanizmy<\/li>\n<li>Rada riadite\u013eov pozost\u00e1va z intern\u00fdch pracovn\u00edkov<\/li>\n<li>Pracovn\u00e9 zaradenie pod\u013ea dosiahnut\u00e9ho vzdelania<\/li>\n<li>Odme\u0148ovanie z\u00e1vis\u00ed od fyzick\u00e9ho veku a d\u013a\u017eky praxe<\/li>\n<li>Z\u00e1ujem akcion\u00e1rov nie je prvorad\u00fd<\/li>\n<li>Celo\u017eivotn\u00e9 vzdelanie sa uskuto\u010d\u0148uje hlavne interne<\/li>\n<li>Vedenie sa zaklad\u00e1 na dobr\u00fdch medzi\u013eudsk\u00fdch vz\u0165ahoch<\/li>\n<li>Financovanie je predov\u0161etk\u00fdm prostredn\u00edctvom \u00faverov<\/li>\n<\/ul>\n<h3>Princ\u00edpy te\u00f3rie A<\/h3>\n<p>V te\u00f3rii A sa uplat\u0148uj\u00fa nasledovn\u00e9 princ\u00edpy:<\/p>\n<ul>\n<li>Neexistuje celo\u017eivotn\u00fd pracovn\u00fd pomer<\/li>\n<li>Kari\u00e9ra je \u0161pecializovan\u00e1<\/li>\n<li>Individu\u00e1lne rozhodovanie<\/li>\n<li>Explicitn\u00e9 kontroln\u00e9 mechanizmy<\/li>\n<li>Rada riadite\u013eov pozost\u00e1va z extern\u00fdch pracovn\u00edkov<\/li>\n<li>Pracovn\u00e9 zaradenie pod\u013ea celkovej schopnosti \u010dloveka<\/li>\n<li>Odme\u0148ovanie nez\u00e1vis\u00ed od fyzick\u00e9ho veku a d\u013a\u017eky praxe<\/li>\n<li>Akcion\u00e1ri rozhoduj\u00fa o zisku<\/li>\n<li>Celo\u017eivotn\u00e9 vzdelanie sa uskuto\u010d\u0148uje hlavne externe<\/li>\n<li>Vedenie m\u00e1 autoritat\u00edvny charakter<\/li>\n<li>Pri financovan\u00ed sa firmy sna\u017eia by\u0165 menej z\u00e1visl\u00ed od finan\u010dn\u00fdch \u00faverov<\/li>\n<\/ul>\n<h3>Princ\u00edpy te\u00f3rie Z<\/h3>\n<p>Spojen\u00edm hlavn\u00fdch v\u00fdhod z te\u00f3rie J a te\u00f3rie A sa vytvoril nov\u00fd pr\u00edstup,te\u00f3ria Z, ktor\u00e1 sa riadi nasledovn\u00fdmi princ\u00edpmi <a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a>:<\/p>\n<ul>\n<li>Zamestnanie dlhodob\u00e9<\/li>\n<li>Rozhodovanie konsenzom<\/li>\n<li>Zodpovednos\u0165 je na jedincovi<\/li>\n<li>Postup pomal\u00fd<\/li>\n<li>Kontrola vn\u00fatorn\u00e1<\/li>\n<li>Kari\u00e9ra \u010diasto\u010dne \u0161pecializovan\u00e1<\/li>\n<li>Pracovn\u00edka ch\u00e1pa\u0165 ako \u010dloveka<\/li>\n<\/ul>\n<p>Z\u00e1kladn\u00fd predpoklad pre vedenie a riadenie je v interioriz\u00e1cii (zvn\u00fatornen\u00ed, stoto\u017enen\u00ed sa) cie\u013eov a povinnost\u00ed, ktor\u00e9 bud\u00fa z\u00e1kladn\u00fdm mot\u00edvom pracovn\u00e9ho spr\u00e1vania \u013eud\u00ed. U ved\u00faceho pracovn\u00edka to predpoklad\u00e1 nielen dobr\u00fa schopnos\u0165 komunik\u00e1cie, presved\u010dovania, ale aj prirodzen\u00fa autoritu.<\/p>\n<h2>Poh\u013eady na pracovn\u00edkov<\/h2>\n<p>Poh\u013eady na pracovn\u00edkov pod\u013ea te\u00f3rie Z <a href=\"#_ftn3\" name=\"_ftnref3\">[3]<\/a> :<\/p>\n<ul>\n<li>zamestnanci sa vo vysokej miere stoto\u017e\u0148uj\u00fa s firmou;<\/li>\n<li>pracovn\u00edci si \u017eelaj\u00fa, aby organiz\u00e1cia prosperovala;<\/li>\n<li>\u017eelaj\u00fa si by\u0165 zamestnan\u00ed v takom podniku, kde sa vedenie ku nim spr\u00e1va ako k \u013eu\u010fom a nie len ako k pracovnej sile;<\/li>\n<li>zamestnanci si praj\u00fa p\u00f4sobi\u0165 v spolo\u010dnosti, kde rodina, kult\u00fara, trad\u00edcie a spolo\u010densk\u00e9 prostredie s\u00fa slov\u00e1, ktor\u00e9 maj\u00fa naozajstn\u00fd v\u00fdznam;<\/li>\n<li>\u013eudia zbo\u017e\u0148uj\u00fa pr\u00e1cu v t\u00edmoch (M. H\u00e1jek, 2008).<\/li>\n<\/ul>\n<p>William Ouchi zostavil svoju te\u00f3riu Z z v\u00fdberu najlep\u0161\u00edch my\u0161lienok americk\u00e9ho a japonsk\u00e9ho mana\u017ementu. Pri\u010dom japonsk\u00fd mana\u017ement ozna\u010dil ako te\u00f3ria J a americk\u00fd mana\u017ement zase te\u00f3ria A a zostavil aj tabu\u013eku s vybran\u00fdmi prvkami, na ktor\u00e9 by sa mali mana\u017e\u00e9ri pri svojom veden\u00ed najviac zameriava\u0165. O. Poni\u0161\u010diakov\u00e1 (d\u00e1tum nezn\u00e1my) vo svojich pozn\u00e1mkach zn\u00e1zornila tieto prvky japonsk\u00e9ho a americk\u00e9ho mana\u017ementu a z\u00e1rove\u0148 je v tabu\u013eke zn\u00e1zornen\u00fd aj pr\u00edstup pod\u013ea te\u00f3rie Z.<br \/>\nTabu\u013eka \u010d. 1 Te\u00f3ria A, Te\u00f3ria J, Te\u00f3ria Z<\/p>\n<table width=\"100%\">\n<tbody>\n<tr>\n<td><\/td>\n<td><strong>Te\u00f3ria A<\/strong><\/td>\n<td><strong>Te\u00f3ria J<\/strong><\/td>\n<td><strong>Te\u00f3ria Z<\/strong><\/td>\n<\/tr>\n<tr>\n<td><strong>Zamestnanie<\/strong><\/td>\n<td>kr\u00e1tkodob\u00e9<\/td>\n<td>celo\u017eivotn\u00e9<\/td>\n<td>dlhodob\u00e9<\/td>\n<\/tr>\n<tr>\n<td><strong>Rozhodovanie<\/strong><\/td>\n<td>individu\u00e1lne<\/td>\n<td>konsenzu\u00e1lne<\/td>\n<td>konsenzu\u00e1lne<\/td>\n<\/tr>\n<tr>\n<td><strong>Zodpovednos\u0165<\/strong><\/td>\n<td>Individu\u00e1lna<\/td>\n<td>skupinov\u00e1<\/td>\n<td>individu\u00e1lna<\/td>\n<\/tr>\n<tr>\n<td><strong>Postup<\/strong><\/td>\n<td>r\u00fdchly<\/td>\n<td>pomal\u00fd<\/td>\n<td>pomal\u00fd<\/td>\n<\/tr>\n<tr>\n<td><strong>Kontrola<\/strong><\/td>\n<td>vonkaj\u0161ia, form\u00e1lne<\/td>\n<td>Vn\u00fatorn\u00e1, neform\u00e1lna<\/td>\n<td>vn\u00fatorn\u00e1 neform\u00e1lna s form\u00e1lnou mierou<\/td>\n<\/tr>\n<tr>\n<td><strong>Kari\u00e9ra<\/strong><\/td>\n<td>\u0161pecializovan\u00e1<\/td>\n<td>ne\u0161pecializovan\u00e1<\/td>\n<td>\u010diasto\u010dne \u0161pecializovan\u00e1<\/td>\n<\/tr>\n<tr>\n<td><strong>Pracovn\u00edk<\/strong><\/td>\n<td>robotn\u00edk &#8211; zamestnanec<\/td>\n<td>\u010dlen rodiny<\/td>\n<td>\u010dlovek<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>Te\u00f3ria Z v praxi &#8211; aplik\u00e1cia te\u00f3rie Z<\/h2>\n<p>Te\u00f3ria Z je pr\u00edstupom k riadeniu \u013eud\u00ed, ktor\u00e1 je charakteristick\u00e1 najm\u00e4 pre v\u00fdchodn\u00e9 kult\u00fary, napr\u00edklad Japonsko. Pri tejto te\u00f3rii sa vedenie spr\u00e1va k svojim zamestnancom ako ku \u010dlenom rodiny, ktor\u00fa predstavuje cel\u00fd podnik a zamestnanci s\u00fa vo\u010di svojmu zamestn\u00e1vate\u013eovi loj\u00e1lni.<br \/>\nVyu\u017e\u00edvanie te\u00f3rie Z je typick\u00e9 sk\u00f4r pre v\u00fdchodn\u00e9 kult\u00fary, preto\u017ee sa v nej presadzuje n\u00e1zor na podnik ako na rodinu, kde pracovn\u00edci s\u00fa bran\u00ed ako \u010dlenovia rodiny a vedenie je ako rodi\u010d, ktor\u00fd sa star\u00e1 o svoje \u201edeti\u201c. <a href=\"https:\/\/www.euroekonom.sk\/manazment\/riadenie-ludskych-zdrojov\/\">Zamestnanci s\u00fa bran\u00ed ako \u013eudia<\/a>, a preto sa aj z ve\u013ekej \u010dasti stoto\u017e\u0148uj\u00fa s organiz\u00e1ciou, v ktorej pracuj\u00fa. Vedenie vyu\u017e\u00edvaj\u00face t\u00fato te\u00f3riu si uvedomuje, \u017ee slov\u00e1 rodina, trad\u00edcie, kult\u00fara a spolo\u010densk\u00e9 prostredie maj\u00fa hodnotu st\u00e1le. Pracovn\u00edci tento pr\u00edstup opl\u00e1caj\u00fa vedeniu tak, \u017ee sa sna\u017eia vykona\u0165 maximum pre to, aby organiz\u00e1cia prosperovala. Takto sa vlastne takmer \u00faplne odstr\u00e1ni fluktu\u00e1cia v podnikoch, preto\u017ee spokojnos\u0165 bude na oboch stran\u00e1ch, ako u zamestnancov, tak aj u nadriaden\u00fdch. Kult\u00fara na \u010falekom v\u00fdchode, ako napr\u00edklad v Japonsku, kde sa t\u00e1to te\u00f3ria m\u00f4\u017ee presadzova\u0165 aj v tak ve\u013ek\u00fdch firm\u00e1ch ako je nami vybran\u00e1 papierensk\u00e1 spolo\u010dnos\u0165, sa ve\u013emi l\u00ed\u0161i od slovenskej kult\u00fary.<br \/>\nZatia\u013e \u010do Japonci s\u00fa nau\u010den\u00ed by\u0165 loj\u00e1lnymi vo\u010di organiz\u00e1cii, v ktorej pracuj\u00fa a zost\u00e1vaj\u00fa v nej dalo by sa poveda\u0165 cel\u00fd \u017eivot, na Slovensko prer\u00e1\u017ea trend vysk\u00fa\u0161ania viacer\u00fdch zamestn\u00e1vate\u013eov po\u010das akt\u00edvneho \u017eivota. Preto aplikovanie tejto te\u00f3rie bolo dos\u0165 zlo\u017eit\u00e9. Av\u0161ak, ak by vedenie presadzovalo te\u00f3riu Z, tak firma by sa stala ur\u010dite e\u0161te viac prosperuj\u00facou ako bola doteraz. V tomto pr\u00edpade by sa v\u0161ak museli splni\u0165 viacer\u00e9 predpoklady, a zamestnanci pracuj\u00faci pre z\u00e1vod by ho museli za\u010da\u0165 vn\u00edma\u0165 ako svoju rodinu a nepozera\u0165 sa na\u0148 iba ako na zamestnanie a \u00faplne ho odde\u013eova\u0165 od svojho s\u00fakromn\u00e9ho \u017eivota.<br \/>\nPri uplatnen\u00ed te\u00f3rie Z by vedenie o\u010dak\u00e1valo od svojich zamestnancov \u00fapln\u00fa loj\u00e1lnos\u0165 a ochotu spravi\u0165 v\u0161etko \u010do je mo\u017en\u00e9 pre dobro svojej firmy. Ke\u010f\u017ee v na\u0161ich podmienkach nie je typick\u00e9 spr\u00e1vanie sa zamestn\u00e1vate\u013eov k zamestnancom ako ku svojej rodine, tak by aplik\u00e1cia te\u00f3rie Z asi nepochodila. Aj ke\u010f by bolo ve\u013emi zauj\u00edmav\u00e9 zisti\u0165, ako by sa v takomto pr\u00edpade prisp\u00f4sobili tak zamestnanci ako aj mana\u017e\u00e9ri novej situ\u00e1cii. Pod\u013ea n\u00e1\u0161ho n\u00e1zoru sa vedenie ve\u013ekej spolo\u010dnosti v podmienkach slovenskej kult\u00fary a trad\u00edci\u00ed ned\u00e1 realizova\u0165 prostredn\u00edctvom pr\u00edstupov pop\u00edsan\u00fdch v te\u00f3rii Z. Av\u0161ak, samozrejme, \u017ee aj na Slovensku sa vyu\u017e\u00edva tak\u00e9to vedenie firiem. Zo sk\u00fasenost\u00ed by sme mohli tvrdi\u0165, \u017ee tak\u00e9to \u201erodinn\u00e9\u201c vedenie sa vyu\u017e\u00edva v mal\u00fdch firm\u00e1ch a vo firm\u00e1ch rodinn\u00fdch, kde naozaj pracuj\u00fa \u010dlenovia rodiny.<br \/>\n(Spracovan\u00e9 pod\u013ea: H\u00c1JEK, M. 2008. <em>Teorie motivace X, Y a Z.<\/em> In : vedeme.cz. [online]. 2008. [cit. 1.3.2014]. Dostupn\u00e9 na internete: http:\/\/www.vedeme.cz\/index.php?option=com_content&amp;view=article&amp;id=379:motivace&amp;catid=13:inspirace-pro-vedeni&amp;Itemid=181.)<\/p>\n<h2>Z\u00e1ver: Te\u00f3ria Z v slovensk\u00fdch podmienkach<\/h2>\n<p>Ke\u010f\u017ee v na\u0161ich podmienkach nie je typick\u00e9 spr\u00e1vanie sa zamestn\u00e1vate\u013eov k zamestnancom ako ku svojej rodine, tak by aplik\u00e1cia te\u00f3rie Z asi nepochodila. Aj ke\u010f by bolo ve\u013emi zauj\u00edmav\u00e9 zisti\u0165, ako by sa v takomto pr\u00edpade prisp\u00f4sobili tak zamestnanci ako aj mana\u017e\u00e9ri novej situ\u00e1cii. Pod\u013ea n\u00e1\u0161ho n\u00e1zoru sa vedenie ve\u013ekej spolo\u010dnosti v podmienkach slovenskej kult\u00fary a trad\u00edci\u00ed ned\u00e1 realizova\u0165 prostredn\u00edctvom pr\u00edstupov pop\u00edsan\u00fdch v te\u00f3rii Z. Av\u0161ak, samozrejme, \u017ee aj na Slovensku sa vyu\u017e\u00edva tak\u00e9to <a href=\"https:\/\/www.euroekonom.sk\/strategia-a-strategicke-riadenie\/\">vedenie firiem<\/a>. Zo sk\u00fasenost\u00ed by sme mohli tvrdi\u0165, \u017ee tak\u00e9to \u201erodinn\u00e9\u201c vedenie sa vyu\u017e\u00edva v mal\u00fdch firm\u00e1ch a vo firm\u00e1ch rodinn\u00fdch, kde naozaj pracuj\u00fa \u010dlenovia rodiny.<br \/>\nAplikovanie tejto te\u00f3rie na Slovensku by bolo dos\u0165 zlo\u017eit\u00e9. Av\u0161ak, ak by vedenie presadzovalo te\u00f3riu Z, tak firma by sa stala ur\u010dite e\u0161te viac prosperuj\u00facou ako bola doteraz. V tomto pr\u00edpade by sa v\u0161ak museli splni\u0165 viacer\u00e9 predpoklady, a zamestnanci pracuj\u00faci pre z\u00e1vod by ho museli za\u010da\u0165 vn\u00edma\u0165 ako svoju rodinu a nepozera\u0165 sa na\u0148 iba ako na zamestnanie a \u00faplne ho odde\u013eova\u0165 od svojho s\u00fakromn\u00e9ho \u017eivota. Pri uplatnen\u00ed te\u00f3rie Z by vedenie o\u010dak\u00e1valo od svojich zamestnancov \u00fapln\u00fa loj\u00e1lnos\u0165 a ochotu spravi\u0165 v\u0161etko \u010do je mo\u017en\u00e9 pre dobro svojej firmy.<br \/>\nZdroj: PONI\u0160\u010cIAKOV\u00c1, O. Modern\u00e1 a postmodern\u00e1 \u0161kola mana\u017ementu. In: poradca.sk. [online]. [cit. 1.3.2014].<br \/>\nSpracovan\u00e9 pod\u013ea: H\u00c1JEK, M. 2008. <em>Teorie motivace X, Y a Z.<\/em> In : vedeme.cz. [online]. 2008. [cit. 1.3.2014]. Dostupn\u00e9 na internete: http:\/\/www.vedeme.cz\/index.php?option=com_content&amp;view=article&amp;id=379:motivace&amp;catid=13:inspirace-pro-vedeni&amp;Itemid=181.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Te\u00f3riu Z zostavil William Ouchi v osemdesiatych rokoch uplynul\u00e9ho storo\u010dia, ktor\u00e9 boli pre Ameriku dos\u0165 \u0165a\u017ek\u00e9, \u010do sa t\u00fdka ekonomiky. V t\u00fdchto rokoch sa naopak &hellip; <\/p>\n","protected":false},"author":15,"featured_media":24840,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[62,553],"tags":[154],"class_list":["post-8725","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manazment","category-vzdelavam-sa","tag-teoria-z"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Te\u00f3ria Z<\/title>\n<meta name=\"description\" content=\"Te\u00f3ria Z, jej vznik a poh\u013ead na pracovn\u00edkov. 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