Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. However, if the team members are self decision-makers and enjoy freedom and responsibility, managers should opt for a democratic management style. 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. It increases fixed costs for companies. 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. Most human beings are not very fond of working and will avoid completing a task. Results-driven and deadline-driven, to the exclusion of everything else, Issues threats to make people follow instructions, Unconcerned about staff welfare, or morale, Proud, sometimes to the point of self-destruction, Fundamentally insecure and possibly neurotic, Withholds rewards, and suppresses pay and remunerations levels, Scrutinises expenditure to the point of false economy, Seeks culprits for failures or shortfalls, Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence, Takes criticism badly and is likely to retaliate if from below or peer group, Poor at proper delegating - but believes they delegate well, Holds on to responsibility but shifts accountability to subordinates, Relatively unconcerned with investing in anything to gain future improvements, Theory X managers (or indeed Theory Y managers displaying Theory X behaviour) are primarily, Theory X managers generally don't understand or have an interest inhumanissues, so don't try to appeal to their sense of humanity or morality, If an X Theory boss tells you how to do things in ways that are not comfortable or right for you, then don't question the process, simply. 25. option A is correct 2. They marked the beginning of a concern for human relations in the workplace. D)Herzberg's motivational factors. Herzberg's motivational factors. Business Studies. Your email address will not be published. 4. responsibility 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. His theory is based on managerial views of human beings. 2. According to the classical theory of motivation, intrinsic reward is the sole motivator for workers. 1. providing opportunities for employee growth 3. B. Frederick llerzberg. Which need is Diego trying to meet? In this system, people are basically reduced to what they produce and their performance indicators. (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. Is there an internal conflict between team members? Students find learning inherently challenging and are only expected to have limited success in the course. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 4. 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?. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 5. job enlargement. Herzberg's hygiene factors. O. C. Ferrell. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. "Maslow's Hierarchy and McGregor's X and Y Theory." 1. a four-day or shorter period in which employees work 40 hours. 3. 1. He noted, though, that whether a manager could explicate his/her theory was unimportant, because a manager's theory (attitudes) could The theory assumes that employees are lazy and cannot make decisions. Students are not motivated to learn new information. 2. her subordinates avoid responsibilities. Employees in lack ambition and responsibility towards their work. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. 2. 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. C)Herzberg's hygiene factors. 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 . Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Employees will avoid responsibility and seek to receive formal orders whenever possible. 1. Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most. 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. It increases the workload for employees who take the option. 1. workers will exercise self-direction and self-control. If you are of the belief that your team members dislike their work and have little motivation towards their work, then your style of management is most likely to be authoritarian. 4. 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. What is an advantage of using a flextime schedule? It is the managers responsibility to identify team members requirements and select the right management style. Nathaniel Hawthorne. Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. E)the equity theory. "Maslow's Hierarchy and McGregor's X and Y Theory." Theory Y clarifies that through the right organizational environment, the development of human resources is much more optimized and can be better used. Elton Mayo. 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. 2. This scenario best describes job: Giovanni was laid off from his software engineering job. Further relevant points of information presented by candidates are marked and . 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. Theory X, Theory Y by Douglas McGregor is a motivation theory. Kelsey, Tatum, and Octavia were all hired at the same time to work for a public relations agency. If the employee becomes productive and motivated, the theory is working. 5. specialization. Frederick Taylor vs. Douglas McGregor vs. Elton Mayo. 1. Each week she schedules posts for Instagram and Facebook and reports engagement data to her manager. Workers are willing to accept challenges and are proud of the work that they do. 2. 5. ignore the physiological needs of his employees. A type of job enrichment It increases security concerns. CC licensed content, Specific attribution, Organizational Behavior and Human Relations, https://web.archive.org/web/20160203121235/http://www.envisionsoftware.com/articles/Theory_X.htmlhttps://web.archive.org/web/20160203121235/http://www.envisionsoftware.com/articles/Theory_X.html, https://courses.lumenlearning.com/wmopen-introductiontobusiness/chapter/introduction-to-theory-x-theory-y-and-theory-z/, Differentiate between Theory X and Theory Y. 5. Anand believes that he can force his subordinates to work extra hours through close supervision. IvyPanda. 2. 5. D. Herzberg's motivational factors. Students experience self-satisfaction when they learn and this is enough to motivate them to meet their learning goals. According to managers who adopt McGregor's Theory X: A. people enjoy work. 2. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. 1. Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace.Each of the viewpoints addresses a different way of meeting each individual's motivational needs. Physical and mental effort at work is as natural as leisure or rest. Theory Z was first described by: 4. IvyPanda. Motivational Model - What is Maslow's Hierarchy of Needs? These do not require any motivation to work. Shorten working hours 3. It negates the assumptions of Theory X and vice versa. McGregor's Theory X corresponds to: A. the traditional view of management. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? An average employee seeks responsibility to become more motivated. All of the following are ways to retain good employees except: Every worker deserves a cookie and privacy! 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. McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. There is a real risk of failure in the workplace if managers do not understand their workers behavior. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. Why are some managers reluctant to offer telecommuting options to their employees? However, it is an outdated model as the workforce seeks new relationships and motivations. Work is a factor in peoples achievement, not just a way of survival; it is not just to pay the bills. If she logs 40 hours in four days, she can have a three-day weekend. External control and the threat of punishment are not the only means of arousing efforts towards organizational goals. Motivation refers to doing something to entice an employee to attract his or her attention to do the work better and increase production. The main reason for this is that just as consumers seek higher-purpose relationships with brands, teams also pursue higher-purpose relationships with their employers. E. the equity theory. 5. reduces the total number of hours that employees work. Most people find happiness in hard work under the right conditions. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. 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. McGregor's Theory Y corresponds to: 1. Ideal for all companies Theory Y managers maintain more control and supervision over their employees than Theory X managers. McGregor's Theory Y 2. D. a manager who meets Maslow's esteem needs of employees. Most people can handle responsibility because creativity and ingenuity are common in the population. McGregor believed that a managers assumptions about their employees determined their leadership style in the workplace. B. a Theory Y manager according to McGregor. Under Theory X, one can take a hard or soft approach to getting results. Effort in work is as natural as work and play. 5. challenging employees. Encroachment: Definition, Meaning & Examples. B)the humanistic view of management. McGregor stressed that Theory Y management does not imply a soft approach. 3. ignore the security needs of his employees. There is a theory also working for employee motivation called - Maslow's Need Hierarchy Theory. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. 5. the average worker prefers to be directed. In this way, the manager will change their management style into a participative or decentralized style to instill higher self-belief in their team members. Managers believe employees are not motivated because they dislike the work. 2. a type of job enrichment. More than changes in organizational assumptions, HR must lead the change in organizational assumptions in favor of talent retention and a strong culture in terms of agility, creativity, and innovation. 3. providing adequate incentives. Abraham Maslow. T or F, According to the classical theory of motivation, intrinsic 5. the humanistic view of management. Theory Y can lead to abuse of the freedom, trust, and confidence given to them. In industry, the intellectual potential of the average person is only partly utilised. They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. are not intrinsically motivated. Not all employees can work in strict and controlled environments; it can decrease productivity. 3. a compressed workweek. Theory Z We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. Organizational goals can be achieved by trusting the employees judgment. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. 1. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. 3. Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. It increases employee turnover. Jobs are more satisfying when employees are provided with greater perks. Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. Douglas McGregor's Theory X and Theory Y. Theory X advanced the view that human beings have an innate dislike for work. We utilize security vendors that protect and 2. flextime. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. Theory X stands for the set of traditional beliefs held, while Theory-Y stands for the set of beliefs based on researchers in behavioral science which are concerned with modern social views on the man at work. We reviewed their content and use your feedback to keep the quality high. 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. Each of the viewpoints addresses a different way of meeting each individuals motivational needs. Most people are gullible and unintelligent. ________ involves changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself. 2. avoid micromanaging his employees. Average employees always seek direction as they are lazy. Most people are self-centered. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. 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. So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. This company has adopted: It allows two people to do one job. Douglas McGregor. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. 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. 4. the traditional view of management. 1. the equity theory. Job rotation Most people are not ambitious, have little desire for responsibility, and prefer to be directed. Corresponds to real life as well- we thought we were the center of the universe for a while! student. 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. T or F. Theory Z is more participative and encourages lifelong employee commitment more than Theories X and Y. He focused on employee's basic needs during the formulation of Theory X whereas during the making of Theory Y, higher needs from the hierarchy of needs model were utilized. Perhaps the most noticeable aspects of McGregor's XY Theory - and the easiest to illustrate - are found in the behaviours of autocratic managers and organisations which use autocratic management styles. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. A goal 2. achievement However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. Jobs are more satisfying when employees are offered flextime. 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. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. Is the team demotivated because of a lack of incentives? However, if the employees behavior does not change, it is time to change tactics. 2. William Ouchi. Very helpful information it would be great to learn more. How can managers avoid equity problems? 4. 2. A need Abraham Maslow on the other hand developed the hierarchy of needs of a human being. 4. micromanaging employees. Now, Diego focuses on being the best he can be. 2. when a company shortens the work hours through the week to avoid layoffs. 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. 4. 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. 2. creating a work-friendly environment. It improves the ability to recruit and retain workers who wish to balance work and home life. 4. job enlargement. 1. Anand could be described as: A. a Theory X manager according to McGregor. Theory Y holds that employees should be trusted and empowered. Theory X managers focus on esteem and social needs, while Theory Y managers only focus on self-actualization needs. . Theory Y takes into account people's needs for companionship, esteem, and personal growth, whereas Theory X does not. Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. Consider these assumptions from the different managerial styles: Theory X. Students are naturally predisposed to learn. 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. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. Douglas McGregor is a social psychologist and applied two sets of assumptions to the organizational structure called Theory X and Theory Y. 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. 3. 4. C. Douglas McGregor. Managers should watch these employees, threaten and guide them to complete the job on time. Once a given level of needs is . 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. about Agile HR and how you can foster that. 4. 10+ million students use Quizplus to study and prepare for their homework, quizzes and exams through 20m+ questions in 300k quizzes. 5. a system that allows employees to choose to work part of a week from home. Each employee has a specific task to accomplish on the assembly line. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". 4. Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. The other group belongs to theory Y and are participative and to them, work is as natural as play. Responsibility for their own learning will be as natural to the students as other responsibilities. The next part of McGregors theory is Theory Y. 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. This site is developed by Dr. Serhat Kurt. McGregor's theory introduced two different management theories based on human motivation, Theory X and Theory Y. This is an incorrect collective assumption. The financial incentive does not motivate all employees. 2. Retrieved from https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. 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. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. Such individuals are used to working on their own terms and accomplishing tasks. It increases communication between managers and employees. 4. 5. If the previous management style is not working out, it is best to change it for better results. McGregor's Theory Y corresponds to: A. the traditional view of management. Douglas McGregor work is established in motivation theory. However, superior leaders in healthcare centers are expected to have excellent leadership qualities for quality work. Please note, that they were not created by McGregor. conditions to increase productivity. But opting out of some of these cookies may have an effect on your browsing experience. All of the following are benefits of this type of scheduling except it: McGregors X and Y Theories enable managers to identify employee issues and solve them with the right rewards, recognition, and punishment if required. 5. Aliyah is likely to assume that: People will use work to satisfy their lower needs and seek to satisfy their higher needs during their leisure time. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. 3. social needs Motivation is a topic that is being discussed more and more as the world continues to change at an exponential rate. 2022. 1. esteem needs 1. job sharing. 5. 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. An example of job enlargement They can only be made to get results at work by the application of coercive methods and by direction. See also the article about Assertive Techniques and Self Confidence. Abstract It was in 1957 that Douglas McGregor first proposed the concept of Theory X and Theory Y in 'The Human Side of Enterprise', yet still today his ideas continue to be misunderstood and misused in the field of management. There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. It increases overhead costs for companies. C. people will seek and accept responsibility. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Theory Y . On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. Which of the following is stated by the expectancy theory? An inner drive that directs a person's behavior toward goals is called motivation Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. 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. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. 4. likely to increase overhead costs for businesses. 3. an example of job enlargement. B. work is as natural as play or rest. It is not necessary to threaten students with lower grades; they are not naturally lazy. This is an example of flextime. Reward systems must correspond to intrinsic factors if employees are to be motivated. this t. Therefore, not only can leadership style be situational, but so can motivation. . Each assumes that the managers role is to organize resources, including people, to best benefit the company. Theory X . The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. The commitment to achieving goals is a function of the rewards attributed to the success of the task. The X-Y. Employees self-confidence may be impeded if they are punished publicly. It contains assumptions that he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. 3. extrinsic reward This website uses cookies to improve your experience while you navigate through the website. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. According to Herzberg's theory, which of the following is a This book describes the development of two new theories X and Y. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. McGregor's theory, also known as Theory X and Theory Y, is a management approach proposed by Douglas McGregor in his 1960 book "The Human Side of Enterprise." The theory proposes two contrasting views of human behavior at work: Theory X assumes that employees are inherently unmotivated and need to be closely monitored and controlled in order to . 3. 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. 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. E. the average worker does not like to be directed. 1. ensure the integrity of our platform while keeping your private information safe. Employees in service businesses tend to be happier than those in other types of businesses. 5. salary. Theory Z William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. Productive and motivated, the development of Theory X is an authoritative to... Are more satisfying when employees are to be directed businesses tend to be directed and goals... Job on time and can be solved through a decentralized method in which employees.... Getting results week from home in terms of Maslow & # x27 ; Theory... Example extrinsic ( X ) and intrinsic ( Y ) motivations and their context.. Trust in people is one of the viewpoints addresses a different way meeting! Individual needs and organizational goals can be better used motivation methods in the workplace with employers... Work part of McGregors Theory is Theory Y managers only focus on esteem and social needs is. They are lazy work and home life innate dislike for work similarities between Theory managers! In the workplace this book describes the development of two new theories X and Theory Y takes account! 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Stressed that Theory Z is not working out, it becomes hard to measure employee growth and success for $..., Theory X holds that employees are provided with greater perks human motivation, intrinsic 5. the view. Continues to change tactics does not change, it is an authoritative approach to getting results do!
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