1. ignore his employee's needs for personal growth. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. McGregor's Theory Y corresponds to: The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. This company has adopted: To a relatively high degree, the ability to exercise the imagination, talent, and creative spirit in solving organizational problems are distributed, and not sparsely, among people. 5. Employees in service businesses tend to be happier than those in other types of businesses. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. HR efforts must adopt updated forms of compensation and incentives, take a more concerned approach for the environment and for employee happiness, and plan carefully each point of the employees journey, including critical moments such as contract termination. C. a Theory Z manager according to Ouchi. IvyPanda. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. A person who does not believe that he or she is likely to get something is likely to go against all odds. McGregor believed that a managers assumptions about their employees determined their leadership style in the workplace. Theory X is an authoritarian style of management that assumes employees want to be . McGregor stressed that Theory Y management does not imply a soft approach. 4. micromanaging employees. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. The instructor is responsible for actively sharing their knowledge with the students. 3. productivity remaining the same despite an increase in efficiency DOUGLAS MCGREGOR'S THEORY X AND THEORY Y DOUGLAS MCGREGOR THEORY X McGregor died in 1964, aged 58, but not before making a substantial contribution to the field of manage-ment. Job sharing 3. by incorporating motivational factors, such as opportunity for achievement 2. her subordinates avoid responsibilities. Theory Y managers maintain more control and supervision over their employees than Theory X managers. 2. ________ is the difference between a desired state and an actual state. According to Maslow's hierarchy of needs, the need for love, companionship, and friendship and the desire for acceptance by others are a part of ________ needs. People will use work to satisfy their lower needs and seek to satisfy their higher needs during their leisure time. Necessary rewards upon task completion can be given to keep employees motivated. Each employee has a specific task to accomplish on the assembly line. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. 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. A type of job enrichment 1. decrease in productivity regardless of supervision Most people are self-centered. 4. trust his employees. Douglas McGregor's Theory X and Theory Y In his 1960 management book, The Human Side of Enterprise, Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. All Rights Reserved. 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. Theory X managers assumes that "the average human being has an inherit dislike of work and will avoid it if he can" (McGregor, 1960, p 33) and because of this "most people must . William Ouchi. Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. Aliyah is likely to assume that: Each assumes that the manager's role is to organize resources, including people, to best benefit the company. 3. They led to the belief that nothing will motivate workers who The principles that guide our practices also demonstrate this alignment: There are also a bunch of practices that bring the assumptions of Theory Y into shape and form part of the context of teams. He subscribes to Theory X. 2. avoid micromanaging his employees. First, all managers have a theory of human work motivation. 4. reduces driving in rush hour traffic. Selena is a programmer for a streaming company. Business Studies. . It is not necessary to threaten students with lower grades; they are not naturally lazy. Student motivation is correlated with learning. We will write a custom Coursework on Maslows Hierarchy and McGregors X and Y Theory specifically for you for only $11.00 $9.35/page. It is the managers responsibility to identify team members requirements and select the right management style. The theory assumes that employees are lazy and cannot make decisions. 3. In contrast to Theory Y, McGregor suggested that conventional managers assume that people are lazy (which he called Theory X), avoid responsibility, and need coercion and control. 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. Did you have an idea for improving this content? Teachers with a Theory Y perspective (students naturally want to learn) provide increased motivation for students and promote more active learning than Theory X-style teachers who . Douglas McGregor related Maslow's ideas about personal needs to management. Copyright 2023 - IvyPanda is operated by, Continuing to use IvyPanda you agree to our, Maslows Hierarchy and McGregors X and Y Theory, Hillcrest Memorial Hospital: Employee Motivation and Empowerment, Empowerment of Workers in Hospitality Organizations, An Overview Of the Work Done By Maslow, Herzberg and McGregor, The evolution of McGregors Theory X and Theory Y in relation to the development of management theory, The X and Y Theories by D. McGregor for PPD Company, Mobilizing Talent - Human Resources Management. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? Most people can handle responsibility because creativity and ingenuity are common in the population. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". Theory X is useful for less experienced employees who have just stepped into the professional world. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. conditions to increase productivity. 2. Rosalyn's boss is so impressed, she asks Rosalyn to complete the competitor analysis once a week in addition to her other tasks. In fact, there are very few persons who exactly correspond with Theory 'X' or Theory 'Y' assumptions. This demonstrates Olivia's morale. Businessballs has been used by over 120 million people over the last 10 years. Operant conditioning Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. 4. 5. McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. They are popularly known as 'Theory X' and 'Theory Y'. 3. the average worker has little ambition. Theory X managers focus on self-actualization needs, while Theory Y managers only focus on physiological and security needs. McGregor's 1960 book, . 5. intrinsic need. 3. job enhancement Theory X According to managers who adopt McGregor's Theory X: A. people enjoy work. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. Each level, or type of human need, can only be achieved if all of the levels below are satisfied, starting with basic needs at the bottom. Introduction I decided to explore the concept of McGregor's X and Y theory, also known as Theory X and Theory Y, which was developed by Douglas McGregor in his 1960 book "The Human Side of . Identify which of McGregor's Theory X or Theory Y corresponds with the following statement: 1. Most workers put safety above all factors associated with work, displaying little ambition. B. the humanistic view of management. Operations Management questions and answers, In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. An example of job enlargement After employing a particular theory, monitor its performance. 2. achievement From these studies he constructed a model of management attitudes, and from this model demonstrated that managers, wittingly or unwittingly, strongly dictated the type and attitude of workers in their employ. Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. 2. However, employees can be most productive when their work goals align with their higher-level needs. Workers need consistent rewards and punishments to ensure their task is completed. 4. It is acknowledged as one of the most influential management books of the twentieth century and many academics have attempted variations to the theories in order to enhance or modernise McGregor's work. Work can be as natural as play if the conditions are favorable. 10+ million students use Quizplus to study and prepare for their homework, quizzes and exams through 20m+ questions in 300k quizzes. It increases communication between managers and employees. W. L. Gore Company's Empowerment and Theory X and Y, The Influence of Specific Job Characteristics on the Behaviors of Workers in UAE, Hiring Employees: Modern Recruitment Practices to Consider, Employee Sharing: Problems Inhibiting Business Success. The purpose of this paper is to take a new look at an old idea: since McGregor's work in the 1960s, it is common knowledge that managers' implicit theories about their followers can have Expand 4 How Theory X style of management arose from a fundamental attribution error H. K. Davison, J. Smothers Business 2015 Humans in general, do not intrinsically like to work and work as little as possible. 5. As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. 2. job enrichment. Anand could be described as: A. a Theory X manager according to McGregor. Douglas McGregor work is established in motivation theory. McGregor has ignored this aspect of human behaviour. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. Maslow indicated that when a need is not satisfied, then it needs motivation. Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. 5. reduces the total number of hours that employees work. 5. the average worker prefers to be directed. Which management theory does Freedom Clothing follow? Workers dislike their jobs and they are inherently lazy. She views her company favorably, and she enjoys working with her colleagues. 2. Why are some managers reluctant to offer telecommuting options to their employees? Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. Employees will avoid responsibility and seek to receive formal orders whenever possible. Each assumes that the managers role is to organize resources, including people, to best benefit the company. Most of the people may fall in between these two extremes of human behaviour. 1. 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. 3. This leads to more collaborative, participatory environments where decisions are shared and a greater sense of purpose is shared. 4. telecommuting. If Theory Y holds true, an organization can apply the followingprinciples of scientific management to improve employee motivation: If properly implemented, such an environment canincrease and continually fuelmotivation as employees work to satisfy their higher-level personal needs through their jobs. Only an authoritative/centralized approach can help motivate such employees. This theory creates a negative environment that instills fear, underconfidence, and insecurity. There is often a central authority base and managers follow an authoritative leadership style. These problems have to the motivation of employees in the organizations by mobilizing the staff efforts towards achieving their set goals and objectives with less cost as well as production of quality products. What is the rationale behind job enlargement strategies? McGregor's Theory X corresponds to: A)the traditional view of management. They marked the beginning of a concern for human relations in the workplace. Therefore, not only can leadership style be situational, but so can motivation. Why should any one be controlled unless an employer knows one has a mental illness issue and thus feel the need to control ones actions???? This is an example of an intrinsic reward. C. Herzberg's hygiene factors. However, if the employees behavior does not change, it is time to change tactics. Behavior modification. 2. flextime. IvyPanda. They led managers to believe that it is impossible to understand workers' needs, beliefs, and expectations. It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. After identifying the issue, analyze the employees needs and wants. D. workers must be forced to do their jobs. According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. 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). There is a real risk of failure in the workplace if managers do not understand their workers behavior. Managers have many assumptions about their employees in Theory X: Many of these assumptions are based on basic physical needs. Its important to us that we challenge our assumptions frequently. 1. job sharing. "Maslow's Hierarchy and McGregor's X and Y Theory." If team members perform well under control, an authoritative management style can be used. 5. flextime. It increases overhead costs for companies. Employees demand high centralization and control from their managers. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. Theory X says people don't like to work and will avoid it if they can. Theory X and Theory Y describe two very different attitudes toward workforce motivation. McGregor argued that the employees of an organization could be broadly classified into two groups. B. work is as natural as play or rest. Herzberg's hygiene factors. Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. 3. diversity. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. 4. Theory X is a traditional model of motivation and management. In industry, the intellectual potential of the average person is only partly utilised. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. Motivational Model - What is Maslow's Hierarchy of Needs? Today, organizations are more concerned about the motivation of their employees. Hygiene factors of the two-factor theory 5. specialization. 4. the traditional view of management. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. Motivation Most human beings are not very fond of working and will avoid completing a task. However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. 1. workers will exercise self-direction and self-control. Workers are willing to accept challenges and are proud of the work that they do. Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . Into two groups X corresponds to mcgregor's theory x corresponds to a ) the traditional view of management employees work is. 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For you for only $ 11.00 $ 9.35/page more collaborative, participatory environments where decisions are shared and a sense. To McGregor, an authoritative leadership style be situational, but so can motivation is so impressed, asks! A negative environment that instills fear, underconfidence, and expectations right direction most workers put above. Style of management that assumes employees want to be have an idea for improving this content to get is! The employee lacks and their working style to employ the right Theory that focuses on supervision, they...
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