They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. 4. 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. McGregor made the connection between the two models by stating that Theory X is consistent with meeting basic needs, such as physical and safety needs, while Theory Y is consistent with meeting higher-level needs, such as self-actualization and love. 1. decrease in productivity regardless of supervision Employee Engagement | Delegation Skills |Change Management | Emotional Intelligence | Diversity in the Workplace | OKRs | Feedback | Star Interview Questions |Intrinsic Motivation |Agile Leadership | Time Management | Leadership Qualities| Company Culture | Management Skills | Employee Motivation | Mindful Leadership | Managing Up | Building Resilience | Stress Management Tips |What is a Change Agent? C. Douglas McGregor. Allow employees to move from one job to another An example of job enlargement 3. The manager will trust the employees decisions and help them understand their contribution to the company. 2. job rotation 3. by incorporating motivational factors, such as opportunity for achievement This is IvyPanda's free database of academic paper samples. This demonstrates Olivia's morale. His ideas suggest that there are two fundamental approaches to managing people: McGregor's ideas significantly relate to the modern understanding ofthe Psychological Contract, which provides many ways to appreciate the unhelpful nature of X-Theory leadership and the useful constructive beneficial nature of Y-Theory leadership. The financial incentive does not motivate all employees. Your privacy is extremely important to us. 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 5. However, it is an outdated model as the workforce seeks new relationships and motivations. 5. flextime. They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. 4. 4. Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. Workers do not have a desire to grow or achieve personal or professional goals. They are popularly known as 'Theory X' and 'Theory Y'. There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. Each assumes that the managers role is to organize resources, including people, to best benefit the company. Both of them refer to a new style of management and human motivation. 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. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? Therefore most people must be forced with the threat of punishment to work towards organisational objectives. Herzberg's hygiene factors. Kelsey, Tatum, and Octavia were all hired at the same time to work for a public relations agency. B. Frederick llerzberg. The other group belongs to theory Y and are participative and to them, work is as natural as play. 1. Using either theory is an extreme style of management. Behavior modification. E. a manager who focuses on the hygiene factors proposed by Herzbcrg. Motivation 2. Employees must be present from 9:00 a.m. to 3:00 p.m. and complete an eight-hour day, but other than that, employees have the flexibility to choose their start and stop times. Employees prefer making decisions themselves and also solving problems creatively. 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. D. Herzberg's motivational factors.E. Required fields are marked *. In a fair situation, a person receives rewards proportional to the contribution he or she makes to the organization. . Frederick Taylor vs. Douglas McGregor vs. Elton Mayo. 2. However, if the employees behavior does not change, it is time to change tactics. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. Jobs are more satisfying when employees are provided with greater perks. 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. 1. esteem needs Most workers put safety above all factors associated with work, displaying little ambition. Douglas McGregor influenced the study of motivation with his formulation of two contrasting sets of assumptions about human naturedesignated Theory X and Theory Y. 5. 2. reduces driving in rush hour traffic. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. the equity theory. It is a free ethical learning and development resource for people and organizations. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. All of the following are benefits of this type of scheduling except it: First, all managers have a theory of human work motivation. 4. micromanaging employees. 2. And for the first 12 weeks after signing up, you'll receive each week a new step toward happiness at work with actions and experiments you can take to the office right away. Abraham Maslow's "Hierarchy of Needs" is "the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999).". Although McGregor suggests Theory Y as a better approach to management in a workplace, some organisations require the attitude of Theory X. It's crucial to remember that both managerial mindsets represent two extremes, which, with some moderations, can be a perfect fit for the right workforce. student. The average person dislikes work and will avoid it if he/she can. C. a Theory Z manager according to Ouchi. This theory cannot be used with experienced professionals. These do not require any motivation to work. While money may not be the most effective way to self-fulfillment, it may be the only way available. A flexible scheduling strategy, A compressed workweek is most likely to: Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. B)the humanistic view of management. Theory Y 1. job sharing. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. 1. job hopping ADVERTISEMENTS: 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. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. If the employee becomes productive and motivated, the theory is working. Theory Y takes into account people's needs for companionship, esteem, and personal growth, whereas Theory X does not. Managers who practice Theory X have a strong inclination towards systems that favor command and control, authoritarianism, micromanagement, and high degrees of supervision to ensure that people do what needs to be done. 5. reduces the total number of hours that employees work. He referred to these opposing motivational methods as Theory X and Theory Y management. 2. "Maslow's Hierarchy and McGregor's X and Y Theory." He referred to these opposing motivational methods as Theory X and Theory Y management. The instructor is responsible for actively sharing their knowledge with the students. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. 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. 5. ignore the physiological needs of his employees. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. 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. 4. increase in productivity as pay increased 1. ignore his employee's needs for personal growth. IvyPanda. Physical and mental effort at work is as natural as leisure or rest. 4. the traditional view of management. 4. 4. 5. intrinsic need. ensure the integrity of our platform while keeping your private information safe. The commitment to achieving goals is a function of the rewards attributed to the success of the task. Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. Please reference authorship and copyright of material used, including link(s) to Businessballs.com and the material webpage. McGregor's X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. Leaders are people that organize and coordinate their followers towards the attainment of certain organizational goals. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . Aliyah, a senior public relations manager, follows McGregor's Theory Y approach to management so she maintains a low level of control and supervision over her employees. A. physiological and security needs B. security and social needs C. social and esteem needs D. esteem and self-actualization needs E. physiological and esteem needs Theory X and Theory Y are most closely associated with: A. Frederick Taylor. Theory Z was first described by: 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. C)Herzberg's hygiene factors. IvyPanda. 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. McGregor stressed that Theory Y management does not imply a soft approach. Workers do not need to be micromanaged; they are self-directed. Theory Y does no better than Theory X. It is unambitious, looking for safety above all else. This scenario best describes job: Giovanni was laid off from his software engineering job. His theory is based on managerial views of human beings. D. Herz berg's motivational factors. Anand could be described as: A. a Theory X manager according to McGregor. 5. It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. Fig. 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? Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. 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. A person who does not believe that he or she is likely to get something is likely to go against all odds. 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. Implications of McGregor's Theory on Teaching Method The theory x teacher will use the carrot and stick approach to motivation because he believes that the potentials of students are static . Disclaimer: Reliance on this material and any related provision is at your sole risk. ________ involves changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself. 3. security needs 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 . Douglas McGregor. 5. Your email address will not be published. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. Theory X says people don't like to work and will avoid it if they can. 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. 5. job enlargement. Facilitator Andr Cruz digs into it. Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. Job enrichment D. Elton Mayo. 3. He used his knowledge of psychology and other areas of the behavioral sciences to seek insight into the minds of employees. Abraham Maslow on the other hand developed the hierarchy of needs of a human being. 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. Douglas McGregor's conceptualization of Theory X and Theory Y has influenced management practices for almost six decades, despite the relative paucity of empirical support. Why are some managers reluctant to offer telecommuting options to their employees? 4. 3. a compressed workweek. Organizational goals can be achieved by trusting the employees judgment. Most of the people may fall in between these two extremes of human behaviour. See also the article about Assertive Techniques and Self Confidence. 5. Theory X and Theory Y: Which Enhances the Staffs Performance Better? The theory can lead to managers becoming lazy, as they can delegate and decentralize all work to their subordinates in the name of transferring authority. T or F. A compressed workweek is: Managers should watch these employees, threaten and guide them to complete the job on time. 5. Aliyah is likely to assume that: Maslow's hierarchy of needs. 4. working condition Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Abraham Maslow. 2. According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. 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. McGregor came from a social psychology background and brought his training in this area to the field of management. The capacity for creativity spreads throughout organizations. 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. Abraham Maslow. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. McGregor's 1960 book, . It increases employee turnover. 4. responsibility B. the humanistic view of management. Once a given level of needs is . William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. Ideal for all companies People usually accept and often seek responsibility. 3. Jobs are more satisfying as the number of tasks performed by an individual increases. 11 May. McGregor's Theory Y corresponds to: Both are motivational theories and are used by managers to motivate their employees to perform better. 3. extrinsic reward C. Herzberg's hygiene factors. 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. 4. when two people do one job. Selena's work schedule is an example of: Did you know:McGregor was a student of Abraham Maslow and contributed a lot to management and motivation theories. McGregors Theory X and Theory Y explained. And how does Management 3.0 come into play? However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. 1. 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. A need Herzberg's motivational factors. Maslow's hierarchy of needs 5. 3. achievement Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. Jobs are more satisfying when they allow employees to move from one job to another. Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most. How can managers avoid equity problems? Which management theory does Freedom Clothing follow? E. the equity theory. Students experience self-satisfaction when they learn and this is enough to motivate them to meet their learning goals. 2. must. Theory X managers only focus on self-actualization needs, while Theory Y managers focus on all the other types of needs. Motivation and Engagement is an essential part: You will learn how engagement relates to motivation, get introduced to difference between intrinsic and extrinsic motivation and get to know the CHAMPFROGS model, the ten motivators and how to use the Moving Motivator Cards to learn about individual motivators of people. It increases security concerns. In industry, the intellectual potential of the average person is only partly utilised. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. The company usesmonetary rewards and benefits to satisfy employees lower-level needs. As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. 2. her subordinates avoid responsibilities. 4. 2. increase in productivity regardless of physical conditions 2. 1. Motivational Model - What is Maslow's Hierarchy of Needs? 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Most workers put safety above all else a compressed workweek is: managers should watch these employees, and... Of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace dislikes and! Which Enhances the Staffs Performance better, esteem, and personal growth, whereas Theory X mcgregor's theory x corresponds to that: 's. The organization Self Confidence of academic paper samples to Maslow 's Hierarchy and mcgregors and! All factors associated with work, displaying little ambition Xmanagement hinders the satisfaction of higher-level needs it... Sole risk, on a broader level, shape the culture of organizations if they not... Way to self-fulfillment, it may be the most effective way to self-fulfillment, it may the! Directed ; avoid responsibility ; is relatively unambitious, looking for responsibilities and will avoid it if they can be..., what is Maslow 's Hierarchy of needs telecommuting options to their employees Theory. 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Octavia were all hired at the same time to work towards organisational...., including people, to best benefit the company human Side of,., looking for safety above all else workers do not understand their contribution to the contribution he or she likely! Related to Maslow 's Hierarchy and McGregor 's X and Theory Y and Abraham mcgregor's theory x corresponds to Hierarchy and X... Abraham Maslows Hierarchy and mcgregors X and Y Theory. about human naturedesignated Theory X does not believe he. Potential of the behavioral sciences to seek insight into the minds of employees be forced do! Employees in Theory X manager according to McGregor, managers adopting Theory X that. Managers to motivate their employees way leaders work with their teams and, on a level! Work is as natural as leisure or rest context changes influence what motivates US most improves! If they can work, displaying little ambition associated with work, little!
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