However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. Integrity Health Alliance, a health care company, allows its employees to work at home a few days per week, staying connected via email, phone, and videoconference calls. Workers do not need to be micromanaged; they are self-directed. C. Herzberg's hygiene factors. Equity theory 1. esteem needs For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. Guha starts a new job as a programmer at a telecommunications company. 2003-2023 Chegg Inc. All rights reserved. 4. Theory X provides high power to the superiors; it is biased as it does not consider employee recognition and development. Instead, self-actualization, self-esteem, and social needs must be fulfilled to motivate the team members. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. Sign up now and learn more about new practices and games, awesome workshops and activities, all dedicated to increasing employee engagement. (2022, May 11). It reduces the working hours of employees and thus reduces pressure. As part of this theory, managers must be able to motivate employees. The average human being prefers to be directed, wishing to avoid responsibility. 2. increase in productivity regardless of physical conditions Maslow indicated that when a need is not satisfied, then it needs motivation. Theory Y Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. Theory Y can lead to abuse of the freedom, trust, and confidence given to them. 2. when a company shortens the work hours through the week to avoid layoffs. The approach focuses on persuading employees to complete work by motivating them with incentives and punishing them if they cannot complete the task. Expectancy theory. 5. Job sharing In fact, there are very few persons who exactly correspond with Theory 'X' or Theory 'Y' assumptions. 2. Do you want to contribute to the future growth of Management 3.0? As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. where represents the spatially averaged SSTAs in the Nio3.4 region (170-120W, 5S-5N) or equivalently the Nio3.4 index, h denotes the averaged thermocline depth (zonal wind stress) anomaly in the central-to-eastern equatorial Pacific (120E-80W, 5S-5N), and F (mc) is the sea surface heat flux anomaly (heat capacity of . Fig. Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. Most people are not ambitious, have little desire for responsibility, and prefer to be directed. According to the classical theory of motivation, intrinsic reward is the sole motivator for workers. How much people are willing to contribute to an organization depends on their assessment of the fairness, or equity, of the rewards they will receive in exchange. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. B. the humanistic view of management. 5. a system that allows employees to choose to work part of a week from home. Business Studies. level needs as well as physiological and security needs. McGregor felt that organizations and their managers followed one or the other approach: Theory X The purpose of this paper is therefore to offer to business and management readers a clear overview of McGregor's ideas, their use, critique, and contribution to . Experienced professionals require a Theory Y management style, as they are capable of making the right decisions. Traditional classrooms do not enable the potential of almost all students. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. For this reason, HR must enable, together with everyone in a company, a new look at people and their relationships, adopting assumptions that are more appropriate to the moment and this new workforce. Which of the following is stated by the expectancy theory? Theory X and Theory Y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. T or F, Olivia loves her job as a software engineer. It increases overhead costs for companies. 4. Workers are willing to accept challenges and are proud of the work that they do. 5. flextime. The Situational Leadership Theory by Paul Hersey and Ken Blanchard, who says that there is no single best leadership style, was published in 1969. Employees under this theory seek responsibility as motivational drivers. 4. when two people do one job. Selena's work schedule is an example of: Since theory X is based on the assumption that workers need to be supervised closely the company's applying this theory will ensure that workers are closely monitored by supervisors which will result in less time wastage by the workers leading to an increase in productivity of the workers. Managers following this theory encourage their team members to participate in different activities. Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. ________ is the difference between a desired state and an actual state. Decentralization is the right way to motivate employees to complete tasks. . A step-by-step guide on applying both theories in a working environment is given below. However, neither of these extremes is optimal. Managers believe employees are not motivated because they dislike the work. It is possible to observe a strong interdependence between Theory Y and enabling leadership, an attractive corporate culture for people and teams that relate to each other with trust and respect. 1. 1. a system that allows employees to choose their starting and ending times as long as they are at work during a specified core time. 5. According to managers who adopt McGregor's Theory X: A. people enjoy work. Once a given level of needs is . Herzberg's hygiene factors. Each employee has a specific task to accomplish on the assembly line. Average employees always seek direction as they are lazy. 3. a compressed workweek. The instructor is responsible for actively sharing their knowledge with the students. McGregor's Theory X and Theory Y. McGregor created Theory X and Theory Y of human work motivation and explained two styles of management known as authoritarian (Theory X) and participative (Theory Y). Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. What is Theory X and Theory Y referring to? McGregor's Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Did you have an idea for improving this content? D. Herzberg's motivational factors. 5. involvement, According to Herzberg's theory, the presence of which of the following factors is likely to motivate employees though their absence may not result in dissatisfaction? 2. 2. An inner drive that directs a person's behavior toward goals is called motivation The Need for Authority and Power (n-pow), McClelland's Three Types of Motivation Practical Application, McClelland's Theory Experimental Evidence, Characteristics and Attitudes of Achievement-Motivated People, Same free XY Theory test tool - two-page version with clearer layout and scoring - (pdf), Same free XY Theory test tool - two-page version with clearer layout and scoring - (doc version), Next: David's Mcclelland's Motivational Theory. Jobs are more satisfying when employees are offered flextime. Theory Y managers maintain more control and supervision over their employees than Theory X managers. McGregor himself pointed out that there are situations in which Theory X might be an alternative in some situations, just as Theory Y might not be a good choice in others. Douglas McGregor. 1. providing opportunities for employee growth B. the humanistic view of management. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. Pink and Maslow are well known, and so isDouglas Murray McGregors Theory X and Y, and thats what we want to dig into today. The idea behind using letters X and Y, perhaps seems to be using a neutral terminology, which does not convey any sense of badness or goodness associated with these theories. McGregor's XY Theory of Management - The Simplest explanation ever.McGregor's Theory of Management is one of the fundamental motivational theories management. Turn your workplace into a happy workplace! The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development. We are hiring! 4. Theory X and Theory Y: Which Enhances the Staffs Performance Better? needs, while Theory Y managers address Maslow's high- 4. responsibility Like Maslow, he believed the greatest reward for Employees and Team Members was Self-Actualization, in other words, achieving their full-potential. He focused on employee's basic needs during the formulation of Theory X whereas during the making of Theory Y, higher needs from the hierarchy of needs model were utilized. However, if an employee fails to complete a task, the manager can punish them using a temporary suspension, a written warning, or a pay cut. McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. They failed to incite change. C. Douglas McGregor. candidate's answer in order to merit the assigned marks. McGregor's Theory Y corresponds to the humanistic view of management The field of human relations has become increasingly important over the years as businesses strive to understand how to do all of the following EXCEPT boost company sales. 4. when two people do one job. Systems based on rewards and punishments can generate dangerous side effects, such as lack of innovation, harmful competitiveness, and unethical behavior on the part of the team. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. 4. job rotation. 1. They should be able to differentiate the theory X and theory Y workers thus motivating the theory X workers who are deemed lazy to work hard. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. 2. self-actualization needs You can use them for inspiration, an insight into a particular topic, a handy source of reference, or even just as a template of a certain type of paper. 2. her subordinates avoid responsibilities. Frederick Taylor. 4. the traditional view of management. Theory X says people don't like to work and will avoid it if they can. Theory X . Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments . McGregor's Theory Y corresponds to: A. the traditional view of management. There is a real risk of failure in the workplace if managers do not understand their workers behavior. It improves the ability to recruit and retain workers who wish to balance work and home life. It allows two people to do one job. 2. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. The workforce, increasingly multigenerational, seeks new relationships not only with the brands they consume, with their employers as well. McGregors Theory X and Y, although from 1960, is still highly relevant to bring reflections on how assumptions about people and their relationship with work shape our leadership style and our organizational culture. Employees need to be involved in all aspects of company decision making to keep them motivated. 3. achievement First, all managers have a theory of human work motivation. To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. O. C. Ferrell. This theory was first introduced in his book, "The Human Side of Enterprise." It generally highlights two different management styles such as - Authoritarian (Theory X) Participative (Theory Y) According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. 3. social needs 5. the humanistic view of management. Motivation These cookies will be stored in your browser only with your consent. Theory X and Y are opposite extremes, but the great subtlety is that McGregor did not state the question of one being better than the other. As such, it is these higher-level needs through which employees can best be motivated. McClelland's need for achievement underlies Maslow's self-actualization. The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). Each assumes that the manager's role is to organize resources, including people, to best benefit the company. It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. Each of the viewpoints addresses a different way of meeting each individuals motivational needs. Theory Y is McGregor's other modem view of the nature of man. 2. achievement Please use it as such. B. work is as natural as play or rest. Does the team not understand the work? How to apply Theory X and Y in the workplace. 5. 3. the equity theory. 2. creating a work-friendly environment. The company usesmonetary rewards and benefits to satisfy employees lower-level needs. It is advised to use both theories together to suit the needs of all employees, as a working environment cannot be restricted to a two size fits all approach. 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