According to McGregor, organizations with a Theory X approach tend to have several tiers of managers and supervisors to oversee and direct workers. They also dislike change and tend to resist it at all costs. Theory-Y believers based firms with empowered employees. The managers adopt a more dictatorial style. D Jo holds Theory X assumptions; Chris holds Theory Y assumptions.
For others, it may be expressed in paintings, pictures, or inventions. Theory Y Unlike in Theory X, starts from the assumption in Theory Y that people have different needs. People must be controlled and threatened before they will work. The democratic approach of Theory Y makes people feel comfortable as a result of which they commit themselves wholeheartedly to the organization. If you believe that your team members dislike their work and have little motivation, then, according to McGregor, you'll likely use an authoritarian style of management. Under Theory X, management uses control to direct behavior.
But these organizations had two very important things in common. When I say X, I don't mean the type that marks a treasure - in fact, quite the opposite is true. Your rating is more than welcome or share this article via Social media! But you wouldn't use it when managing a team of , who are used to working under their own initiative, and need little direction. This theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in unpleasurable dissatisfaction. What Are The Advantages And Disadvantages Of Theory X And Theory Y? Principle of theory Y The central principle of Theory Y is that of integration: individuals can achieve their own goals by also focusing their efforts on the objectives of the organization they work for. C Chris holds Theory X assumptions; Jo holds Theory Y assumptions. Recommended readings White Paper: by Gen B K Bhatia Courtesy Empxtrack — Human Capital and Talent Management Suite.
A New Approach Recent work by a number of students of management and organization may help to answer such questions. That motivation and improving profits are gradually recognized as challenges for managers in this economy sustained developing world. Men express emotions more intensely. D Closely supervise him, and provide moderate amounts of feedback. According to this theory, people definitely do not wish to bear any responsibility for their work. E They both motivate their workers in the optimal way given the conditions within their workplace.
While the conclusions of this newer approach will make sense to most experienced managers and can alleviate much of the confusion about which approach to choose, there are still two important questions unanswered: 1. At the same time, the approach based on Theory Y, while it has produced good results in some situations, does not always do so. The individual strives to establish meaningful relationships with significant others. The hard approach relies on coercion, implicit threats, close supervision, and tight controls, essentially an environment of command and control. Theory-X assumptions are: 1 most people dislike and will avoid it to the extent possible, therefore 2 they must be continually coerced, controlled, and threatened with to get the work done, and that 3 they have little or no , prefer to avoid , and choose above everything else. For example, a hands-off manager may ask the staff to help interview a new candidate that has just applied for a job.
However, as we know, this theory also emphasizes that people do not have ambitions and they shirk responsibilities. Theory X assumes that employees are lazy, unmotivated, and will do anything to avoid working. Another assumption is that workers expect reciprocity and support from the company. Why is such a display unusual in the workplace? Nothing in our data indicates that either set of assumptions was valid at Akron. A It is difficult to apply to the workplace. Theory Y manager believes that, given the right conditions, most people will want to do well at work and that there is a pool of unused creativity in the workforce.
A No overall measure of satisfaction is utilized. They also perceived the degree of coordination of effort among colleagues to be very high. Circumstance can also affect your management style. The employees are full of potential, and it is through their own creativity, ingenuity and imagination that organizational goals are met. People can focus on the objectives they pursue through self-direction and self-control. In the real world, you will probably get to experience the management styles of many supervisors. Second, although the behavior in the two organizations was different, the result in both cases was effective task performance.
Sarah scored high in the need for power and low in the need for affiliation. American social psychologist, Douglas McGregor, created two different theories on human motivation and management in the 1960s: Theory X and Theory Y. In this method, authoritarian management pushes employees toward desired outcomes. Some employees require different sources of motivations depending on where they are in their own personal development, not to mention some tasks seems to work out better when externally driven, while others work better when internally driven. It can also result in enabling less motivated employees to take advantage of a relaxed work environment. Most employees including managers fall somewhere in between these poles. You have received good performance evaluations and a raise.
People who lack food or water cannot attend to justice or beauty. You decide that you wan Definition d. E He assumed a strong relationship between satisfaction and productivity, but the research methodology examined only satisfaction. . According to McGregor 2000 , Theory X tends to believe that human is innately lazy, they will postpone accomplishing task if possible and are not willing to take responsibility, therefore they need to be heavily supervised and controlled. First, each organization fit very well the requirements of its task.