2. self-actualization needs Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. 4. 2. her subordinates avoid responsibilities. And this is the essence of managing upward X-Theory managers - focus and get agreement on the results and deadlines - if you consistently deliver, you'll increasingly be given more leeway on how you go about the tasks, which amounts to more freedom. Pink and Maslow are well known, and so isDouglas Murray McGregors Theory X and Y, and thats what we want to dig into today. Students are naturally predisposed to learn. (2022, May 11). Theory X . Workers have little motivation and prefer direction from their superiors. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. Thus, according to the Theory, there are two groups of managers:Theory X managers and Theory Y managers, both with a contrary set of assumptions. 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 . The XY Theory diagram and measurement tool below (pdf and doc versions) are adaptations of McGregor's ideas for modern organisations, management and work. 5. the average worker prefers to be directed. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. 1. serves customers better by allowing more coverage of customers over longer hours. 1. a flexible scheduling strategy. They encourage employees to be the best version of themselves at work by improving their skills and suggesting better ways to perform well. Theory X advanced the view that human beings have an innate dislike for work. Provide effective, supportive and non-intrusive supervision. 5. a system that allows employees to choose to work part of a week from home. This practice is most closely associated with: Herzberg's two-factor theory focused on the environment where work is done. 26. option C is correct. Selena is a programmer for a streaming company. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. Retrieved from https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Theory X and Theory Y describe two very different attitudes toward workforce motivation. 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. 2. by adding more tasks to a job instead of treating each task as separate A type of job enrichment D. Herzberg's motivational factors.E. . In this situation, one would expect employees to dislike their work, avoid responsibility, have no interest in organizational goals, resist change, etc.creating, in effect, a self-fulfilling prophecy. 5. job sharing, Operations Management: Sustainability and Supply Chain Management, Information Technology Project Management: Providing Measurable Organizational Value, John David Jackson, Patricia Meglich, Robert Mathis, Sean Valentine. However, if the employees behavior does not change, it is time to change tactics. If she logs 40 hours in four days, she can have a three-day weekend. This arrangement is called: 2. when a company shortens the work hours through the week to avoid layoffs. 1. Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. 3. Avoiding confrontation (unless you are genuinely being bullied, which is a different matter) and delivering results are key tactics. 1. job sharing. Workers are often micromanaged and have very little autonomy in the organization. 4. social needs Which management theory does Freedom Clothing follow? Douglas McGregor, one of Maslow 's students, influenced the study of motivation with his formulation of two contrasting sets of assumptions about human nature Theory X and Theory Y. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. The test is a simple reflective tool, not a scientifically validated instrument; it's a learning aid and broad indicator. Most people avoid responsibility and need constant direction. 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. This has in turn led to the adoption of different theories on employees and leadership such as the Maslow Hierarchy and McGregors Theory X and Y among others. "Maslow's Hierarchy and McGregor's X and Y Theory." 5. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); Sign up now and be the first to hear about new practices and games, awesome workshops, activities, and giveaways, all dedicated to increasing employee engagement. In this system, people are basically reduced to what they produce and their performance indicators. A flexible scheduling strategy, A compressed workweek is most likely to: They have similar educational and employment backgrounds and their job descriptions are identical, but Kelsey discovers that Tatum and Octavia both make more money than she does. C. Herzberg's hygiene factors. Employees under this theory seek responsibility as motivational drivers. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . 3. a four-day or shorter period in which employees work 40 hours. Companies that want to remain relevant and agile, delighting customers and employees, have to adopt Theory Y premises in their culture. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. 2. salary 3. diversity. 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. A step-by-step guide on applying both theories in a working environment is given below. Do you want to contribute to the future growth of Management 3.0? McGregor's theory of participation is closely related to Maslow's hierarchy of needs , a model in which motivation is used to achieve higher-level needs (social, esteem and self-actualization) after satisfying basic physiological and safety needs . Behavior modification. Sadly these cookies aren't the yummy kind, but the kind that help improve your website experience. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. 4. trust his employees. Organizational goals can be achieved by trusting the employees judgment. 5. 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 . Drawing on Maslows hierarchy of needs, McGregor argues that a need, once satisfied, no longer motivates. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. McGregor's Theory Y Theory X managers focus on physiological and security These do not require any motivation to work. Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. It is a free ethical learning and development resource for people and organizations. 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. Accounting & Finance; Business, Companies and Organisation, Activity; Case Studies; Economy & Economics; Marketing and Markets; People in Business C. people will seek and accept responsibility. Instead, self-actualization, self-esteem, and social needs must be fulfilled to motivate the team members. However, if the team members are self decision-makers and enjoy freedom and responsibility, managers should opt for a democratic management style. It mightseemthat the optimal approach to human resource management would lie somewhere between these extremes. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. Employees in lack ambition and responsibility towards their work. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? The instructor is responsible for actively sharing their knowledge with the students. E. William Ouchi. Theory Y can lead to abuse of the freedom, trust, and confidence given to them. A person who does not believe that he or she is likely to get something is likely to go against all odds. 4. The hard approach results in hostility, purposely low output, and extreme union demands. Only when these needs are met can people focus their attention on satisfying the next level of needs. The Three Needs Theory, also known as need theory, is the best-known theory of David McClelland,, Read More McClellands Three Needs Theory: Power, Achievement, and AffiliationContinue, Victor Vroom at the Yale School of Management was the first to put forward the Expectancy, Read More Expectancy Theory of MotivationContinue, Businesses and organizations have long sought for answers on how to boost employee production, and therefore,, Read More Herzbergs Motivation-Hygiene Theory: Two-factorContinue. Nathaniel Hawthorne. It is the managers responsibility to identify team members requirements and select the right management style. Now, Diego focuses on being the best he can be. Corresponds to real life as well- we thought we were the center of the universe for a while! 5. In strong contrast to Theory X, Theory Y managementmakes the following assumptions: Under these assumptions, there is an opportunity to align personal goals with organizational goals by using the employees own need for fulfillment as the motivator. Employees in service businesses tend to be happier than those in other types of businesses. 4. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. 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. Morale. 5. What is an advantage of using a flextime schedule? This website uses cookies to improve your experience while you navigate through the website. This leads to more collaborative, participatory environments where decisions are shared and a greater sense of purpose is shared. Does the team not understand the work? B. work is as natural as play or rest. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. Likely to increase overhead costs for business Therefore, they have to motivate their employees with a carrot and stick approach. this t. Average employees always seek direction as they are lazy. All of the following are benefits of this type of scheduling except it: It is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. Theory X, Theory Y. As a result, the only way that employees can attempt to meethigher-level needs at work is to seek more compensation, so, predictably, they focus on monetary rewards. This is an example of flextime. 3. productivity remaining the same despite an increase in efficiency This scenario best describes job: Giovanni was laid off from his software engineering job. McGregor's Theory Y corresponds to: A. the traditional view of management. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. reward is the sole motivator for workers. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. There is a real risk of failure in the workplace if managers do not understand their workers behavior. 2. 2. reduces driving in rush hour traffic. This coursework on Maslows Hierarchy and McGregors X and Y Theory was written and submitted by your fellow Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace. D. Herzberg's motivational factors. Each of the viewpoints addresses a different way of meeting each individuals motivational needs. 4. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. Managers have many assumptions about their employees in Theory X: Many of these assumptions are based on basic physical needs. Production per employee has been low and hence the managers are trying to understand what has led to this decrease in production per employee and the organizations. It increases fixed costs for companies. Businessballs Ltd assumes no responsibility for any errors or damages arising as a result of use. This is IvyPanda's free database of academic paper samples. Wash Sale Rule: Example and How to Avoid It? 3. workers are not capable of self-control. Guha starts a new job as a programmer at a telecommunications company. Employees dislike their work and try to avoid completing it as much as possible. 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. They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. B. Frederick llerzberg. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. Theory X managers only focus on self-actualization needs, while Theory Y managers focus on all the other types of needs. The commitment to complete a task is based on the rewards. Such individuals are used to working on their own terms and accomplishing tasks. Jobs are more satisfying when employees are provided with greater perks. Theory Y 3. the average worker has little ambition. "Maslow's Hierarchy and McGregor's X and Y Theory." The organizational culture is everyones responsibility, but HR must be the great driver and guardian of this new corporate environments values, principles, and assumptions that genuinely prioritize people. Please note, that they were not created by McGregor. 2. increase in productivity regardless of physical conditions In managing his employees, he is most likely to: By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. An inner drive that directs a person's behavior toward goals is called motivation Your email address will not be published. External control and the threat of punishment are not the only means of arousing efforts towards organizational goals. His work is isolating, so he decides to join the knitting club that meets in the breakroom to make friends. Job rotation According to Herzberg (1987) managers can eliminate the dissatisfaction among the employee by applying the motivation factors of two factor theory as follow: Fix poor and obstructive company policies. 3. Although purpose, autonomy and mastery have gained greater importance, we cannot exclude the fact that some people, for a moment in life or career, are more motivated by a monetary reward or promotion. Each assumes that the managers role is to organize resources, including people, to best benefit the company. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. William Ouchi. On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. According to Herzberg's theory, which of the following is a McGregor argued that the employees of an organization could be broadly classified into two groups. Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. Theory X provides high power to the superiors; it is biased as it does not consider employee recognition and development. Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. 3. McGregor's Theory Y corresponds to: 1. Work can be as natural as play if the conditions are favorable. 2 (a) and (b) display the true stress-strain and true stress-time curves at different strain rates of 10 3 s 1, 5 10 4 s 1, 2 10 4 s , 1 and 5 10 5 s 1.It is apparent from the figures that the serrated flow occurred at all four strain rates when NaI:Tl was deformed in vacuum, and that the magnitude of the serrations increased with the applied strain . The freedom, trust, and extreme union demands, trust, team. Are enhanced and social needs must be fulfilled to motivate the team members self... 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Ltd assumes no responsibility for any errors or damages arising as a programmer at a telecommunications company can. The future growth of management 3.0 what is an advantage of using a flextime schedule well- we we! By following Theory Y corresponds to: 1 logs 40 hours in four days, she can have three-day. William Ouchi, in terms of Maslow 's Hierarchy and McGregor 's Theory Y assumptions shape where... Duties, and team relationships are enhanced Many managers tend toward Theory X only... Any errors or damages arising as a result of use members are self decision-makers and freedom! Subordinates and the organizational culture lack ambition and responsibility towards their work try... Has little ambition arrangement is called: 2. when a company shortens the work hours through the week to it! Of failure in the healthcare industry include monetary rewards, training, off duties, and union... Where decisions are shared and a greater sense of purpose is shared managers assume employee! 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