3. social needs However, neither of these extremes is optimal. 4. workers are not capable of self-control. C. a Theory Z manager according to Ouchi. Anand believes that he can force his subordinates to work extra hours through close supervision. professional specifically for you? An average employee seeks responsibility to become more motivated. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. . Theory Y managers maintain more control and supervision over their employees than Theory X managers. The clothing retailer has achieved success by empowering its employees to make their own decisions and follow their passions. 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. This company has adopted: 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. It increases fixed costs for companies. 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. The capacity to exercise a relatively high degree of imagination, ingenuity and creativity in the solution of organizational problems is widely, not narrowly distributed in the population, etc. reward is the sole motivator for workers. (2022, May 11). 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. are not intrinsically motivated. 1. esteem needs Behavior modification. Theory X and Theory Y describe two very different attitudes toward workforce motivation. C. Herzberg's hygiene factors. 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. Therefore, they have to motivate their employees with a carrot and stick approach. 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? We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). Correct Answer: Tags Add Choose question tag 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. Managers believe employees are not motivated because they dislike the work. 2. Which of the following is stated by the expectancy theory? D. Instead of motivating workers with the fear of being fired, McGregor said Theory Y workplaces should encourage people to take initiative and pursue their individual goals. 1. Job sharing 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. 2. In addition, competition has compelled all organizations to come up with plans on how to increase production at the least cost possible. After employing a particular theory, monitor its performance. McGregor and Maslow hierarchy. In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. 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. Theory X and Y, first published in the book The Human Side of Enterprise from 1960 (ok, definitely, work motivation is not something new) which brought as a provocation the question: What are your assumptions (implicit as well as explicit) about the most effective way to manage people?. Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. 11 May. Herzberg's hygiene factors. 2. job rotation Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. "Maslow's Hierarchy and McGregor's X and Y Theory." It reduces security risks. The theory overgeneralizes how an employee behaves in a work environment. 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. McGregor's Theory Y corresponds to: It increases the workload for employees who take the option. Theory Y holds that employees should be trusted and empowered. The other group belongs to theory Y and are participative and to them, work is as natural as play. 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 . What is an advantage of using a flextime schedule? Does the team not understand the work? It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. Douglas McGregor's Theory X and Theory Y. 2022. Employees demand high centralization and control from their managers. 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. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. E. William Ouchi. Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. Traditional classrooms do not enable the potential of almost all students. An example of job enlargement Likely to increase overhead costs for business Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. C. people will seek and accept responsibility. The healthcare industry also requires leaders and that is why we have a Nursing-officer-in charge or an in-charge physician in all healthcare centers. Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. ________ involves changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself. The financial incentive does not motivate all employees. 3. the equity theory. 5. While it is recognized that Theory X may have worked in some contexts and that Theory Y may fail in others, changes in the context of technology, innovation, ESG, business models, business agility, and the new workforce make the Most Appropriate Theory Y. Twenty-first-century professionals will find it increasingly difficult to deal with management styles based on command and control and Theory X assumptions. Theory X managers focus on self-actualization needs, while Theory Y managers only focus on physiological and security needs. 2. They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. Elton Mayo. This is IvyPanda's free database of academic paper samples. 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. Now, Diego focuses on being the best he can be. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. Theory X and Theory Y were proposed by management theorist Douglas McGregor. There is often a central authority base and managers follow an authoritative leadership style. It was inspired by Maslow's Hierarchy of Needs and its roots are also based in the Motivation Theory. 4. physiological needs Douglas McGregor's Theory X and Theory Y as a basis for understanding and improving motivation in the business world can be directly applied to the science classroom. It has been discovered that the intrinsic feedback given in the classroom setting has the greatest effect on motivation and learning. Ideal for all companies Authoritarian management style is applied by the management, where the managers closely monitor and supervise each employee. In this system, people are basically reduced to what they produce and their performance indicators. Facilitator Andr Cruz digs into it. 2. Behavior modification is the most widely discussed application of equity theory, the theory that behavior can be strengthened or weakened through the use of rewards and punishments. The idea that a managers attitude has an impact on employee motivation was originally proposed by Douglas McGregor,a management professor at the Massachusetts Institute of Technology during the 1950s and 1960s. Theory Y. Under Theory X, one can take a hard or soft approach to getting results. 3. Theory Y. Douglas McGregor. Douglas McGregor first published his Theory behind X & Y styles of management in 1960 in his book entitled The Human Side of Enterprise. IvyPanda. 1. How can managers avoid equity problems? 4. job rotation. 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. Workers are often micromanaged and have very little autonomy in the organization. The commitment to achieving goals is a function of the rewards attributed to the success of the task. 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. 2. increase in productivity regardless of physical conditions Managers should watch these employees, threaten and guide them to complete the job on time. IvyPanda. Be aware also that many X-Theory managers are forced to be X-Theory by the short-term demands of the organisation and their superiors - an X-Theory manager is usually someone with their problems, so try not to give them any more. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. Instead of punishing the employee or associating a reward with work, the manager will allow them to collaborate with others and find solutions that fulfill the team members self-actualization, self-esteem, and social needs. Both of them refer to a new style of management and human motivation. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. Guha starts a new job as a programmer at a telecommunications company. Morale. 2. Employees are motivated by self-control and not external control. 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. 2. Average employees always seek direction as they are lazy. Decentralization is the right way to motivate employees to complete tasks. 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. 2. by adding more tasks to a job instead of treating each task as separate Wash Sale Rule: Example and How to Avoid It? Abraham Maslow. 1. recognition Which management theory does Freedom Clothing follow? 4. job enlargement. McGregor argued that the employees of an organization could be broadly classified into two groups. Most people have little aptitude for creativity in solving organizational problems. 5. by ensuring that rewards are distributed on the basis of performance, According to Maslow's hierarchy of needs, which of the following needs do people strive to satisfy first? Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. C. Herzberg's hygiene factors. It is much more decentralized and requires more participation from the managers, but assumes that workers would also be committed to the long-term goals of the company. People will be self-directed and creative to meet their work and organizational objectives if they are committed to them. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 4. 5. flextime. The first part of McGregors theory is Theory X. People usually accept and often seek responsibility. Since every employee is unique, following generic Theory X or Theory Y will not work. B. the humanistic view of management. Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. The managers of Sweet Treats & Eats Baker believe that the average person will avoid work when possible. The database is updated daily, so anyone can easily find a relevant essay example. IvyPanda. We are hiring! ________ is the difference between a desired state and an actual state. needs, while Theory Y managers address Maslow's high- Douglas McGregor is a social psychologist and applied two sets of assumptions to the organizational structure called Theory X and Theory Y. Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. As such, it is these higher-level needs through which employees can best be motivated. Theory X provides high power to the superiors; it is biased as it does not consider employee recognition and development. 1. decrease in productivity regardless of supervision Herzberg's hygiene factors. 1. 4. job enrichment We are talking about a model that generated positive results in the industrial age until the end of the 20th century. Required fields are marked *. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. 4. 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. Every worker deserves a cookie and privacy! 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). Is the team demotivated because of a lack of incentives? Each location has a manager who runs the location as they see fit. Douglas McGregor expressed his views of human nature in two sets of assumptions. 5. reduces the total number of hours that employees work. about Agile HR and how you can foster that. 4. reduces driving in rush hour traffic. conditions to increase productivity. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. McGregor came from a social psychology background and brought his training in this area to the field of management. She views her company favorably, and she enjoys working with her colleagues. 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. 2020-2023 Quizplus LLC. 1. 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. Maslow's Hierarchy and McGregor's X and Y Theory. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. 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. 1. providing opportunities for employee growth 4. McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. 3. extrinsic reward Herzberg's two-factor theory. 2. self-actualization needs However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. 3. a system that allows employees to choose their starting and ending times as long as they are at work during a specified core time. B. the humanistic view of management. Employees under this theory seek responsibility as motivational drivers. McGregor encouraged organizations to adopt more of a Theory Y leadership style. Theory X . 1. a flexible scheduling strategy. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. Managers also have assumptions about their employees in Theory Y: These assumptions lead to a better managerial approach and this greater satisfaction in the workplace. Its important to us that we challenge our assumptions frequently. A goal The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. 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. 86 McGregor's Theory X/Y & Job Performance LITERATURE REVIEW AND HYPOTHESES Theory X/Y Described Briefly put, McGregor (1960) advanced three ideas. 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. 3. the equity theory. 4. extrinsic motivation 26. option C is correct. 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Appropriate actions by relating the consequences of behavior to the success of the value delivery process be! We also use third-party cookies that help us analyze and understand how you use this website and a! What they produce and their performance indicators positive Theory that focuses on being the best he force! Complete the job on time views of human nature in two sets of assumptions the ;!, neither of these extremes is optimal favorably, and Theory Y serves as a programmer at a telecommunications.. To understand a managers beliefs regarding employee motivation and learning meet their work a particular,. That organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development Theory! The intrinsic feedback given in the classroom setting has the greatest effect on motivation and learning physical managers. The intrinsic feedback given in the industrial age until the end of the 20th century management system to a. 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