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Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. 1. While McGregors theory was developed to improve motivation in the workplace, it has been recently used in the school system. Maslows theory uses a pyramid to describe the different types of needs that need to be met. C. a Theory Z manager according to Ouchi. To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. Open communication and regular incentives are the foundation of this theory, as managers believe in not controlling the staff but collaborating with them. Do you want to contribute to the future growth of Management 3.0? 3. B. the humanistic view of management. professional specifically for you? They led to companies providing better physical work McGregor's XY Theory remains central to organisational development, and to improving organisational culture. Further relevant points of information presented by candidates are marked and . This company has adopted: (2022, May 11). Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. Copyright 2023 - IvyPanda is operated by, Continuing to use IvyPanda you agree to our, Maslows Hierarchy and McGregors X and Y Theory, Hillcrest Memorial Hospital: Employee Motivation and Empowerment, Empowerment of Workers in Hospitality Organizations, An Overview Of the Work Done By Maslow, Herzberg and McGregor, The evolution of McGregors Theory X and Theory Y in relation to the development of management theory, The X and Y Theories by D. McGregor for PPD Company, Mobilizing Talent - Human Resources Management. 3. the average worker has little ambition. 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 . Each week she schedules posts for Instagram and Facebook and reports engagement data to her manager. 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? It mightseemthat the optimal approach to human resource management would lie somewhere between these extremes. Theory X and Theory Y suggest two aspects of human behavior at work. A type of job enrichment Esperanza decides to allow employees to work a variety of jobs to relieve the boredom. Physical and mental effort at work is as natural as leisure or rest. They are popularly known as 'Theory X' and 'Theory Y'. Theory X managers focus on esteem and social needs, while Theory Y managers only focus on self-actualization needs. 4. reduces driving in rush hour traffic. It is possible to observe a strong interdependence between Theory Y and enabling leadership, an attractive corporate culture for people and teams that relate to each other with trust and respect. McGregor's 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. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. He noted, though, that whether a manager could explicate his/her theory was unimportant, because a manager's theory (attitudes) could Selena's work schedule is an example of: The database is updated daily, so anyone can easily find a relevant essay example. Therefore, it often cannot push employees to perform better. 1. Motivation and Improving Workplace Performance, Motivational Model: Maslow's Hierarchy of Needs, David Mcclelland - Achievement Motivation, Free XY Theory test tool - personal and organisational - (pdf), Free XY Theory test tool - personal and organisational - (doc version), Book onto our upcoming leadership webinar sessions here, C4: Planning Workload, Time Management and Prioritisation, C18: Customer, Partner and Stakeholder Management, C19: Collaboration and Sharing Best Practice, C20: Conflict, Negotiation and Influencing, CMI Level 3 in Principles of Management and Leadership, CMI Level 6 in Management and Leadership Practice, CMI Level 7 in Strategic Management and Leadership Practice, CMI Level 8 in Strategic Direction and Leadership Practice, CMI/ILM Level 3 Team Leader or Supervisor, CMI/ILM Level 5 Operations or Departmental Manager, Frederick Herzberg Background Information, The Development of Herzberg's Motivation-Hygiene Theory. Reduce a company's operating expenses Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. They failed to incite change. 1. People usually accept and often seek responsibility. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. These cookies will be stored in your browser only with your consent. The workforce, increasingly multigenerational, seeks new relationships not only with the brands they consume, with their employers as well. In industry, the intellectual potential of the average person is only partly utilised. 5. job enlargement. 1. job hopping IvyPanda. Students experience self-satisfaction when they learn and this is enough to motivate them to meet their learning goals. Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. Theory Z Theory X is a traditional model of motivation and management. Disclaimer: Reliance on this material and any related provision is at your sole risk. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. Identify which of McGregor's Theory X or Theory Y corresponds with the following statement: 1. This coursework on Maslows Hierarchy and McGregors X and Y Theory was written and submitted by your fellow Which of the following is stated by the expectancy theory? Wed love your input. Anand could be described as: A. a Theory X manager according to McGregor. The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely (not narrowly) distributed among the population. Theory X and Theory Y describe two very different attitudes toward workforce motivation. 4. social needs 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. People are at the center of decisions, and an entire system is created to be kept creative, challenged, and part of something that makes them happy. 2. a type of job enrichment. Herzberg's hygiene factors. However, if the team members are self decision-makers and enjoy freedom and responsibility, managers should opt for a democratic management style. Which need is Diego trying to meet? Work can be as natural as play if the conditions are favorable. 3. security needs Herzberg's motivational factors. 4. when two people do one job. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. They marked the beginning of a concern for human relations in the workplace. Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. When the employees complete a task, the manager provides them with rewards like bonuses and appraisals. Morale. 1. 5. a system that allows employees to choose to work part of a week from home. McGregor stressed that Theory Y management does not imply a soft approach. "Maslow's Hierarchy and McGregor's X and Y Theory." 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. Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. Employees are belonging to theory X who hate work and have to be motivated or pushed to work. 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. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. Read this article to learn about McGregor's Theory of 'X' and Theory 'Y'. 4. responsibility about Agile HR and how you can foster that. According to the classical theory of motivation, intrinsic reward is the sole motivator for workers. 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. Frederick Taylor. People will use work to satisfy their lower needs and seek to satisfy their higher needs during their leisure time. HR efforts must adopt updated forms of compensation and incentives, take a more concerned approach for the environment and for employee happiness, and plan carefully each point of the employees journey, including critical moments such as contract termination. Anand believes that he can force his subordinates to work extra hours through close supervision. 5. salary. In terms of incentives, Theory X relies heavily on extrinsic motivations, that is, for people to achieve better performance if they make use of rewards and punishmentsthe famous metaphor of the Carrot and the Stick. 4. On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. 3. workers are not capable of self-control. 2022. Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual's motivational requirements could be ordered as a hierarchy. All of the following are benefits of this type of scheduling except it: This is an incorrect collective assumption. 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. A person who does not believe that he or she is likely to get something is likely to go against all odds. Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. 2. equity theory 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. 4. when two people do one job. After employing a particular theory, monitor its performance. All of the following are benefits of this type of scheduling except it: They believe their employees can handle more responsibility on their own. Most people find happiness in hard work under the right conditions. This category only includes cookies that ensures basic functionalities and security features of the website. Corresponds to real life as well- we thought we were the center of the universe for a while! McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. Herzberg's two-factor theory. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. Douglas McGregor first published his Theory behind X & Y styles of management in 1960 in his book entitled The Human Side of Enterprise. Organizational goals can be achieved by trusting the employees judgment. According to Maslow's hierarchy of needs, the need for love, companionship, and friendship and the desire for acceptance by others are a part of ________ needs. Sadly these cookies aren't the yummy kind, but the kind that help improve your website experience. In his book, The Human Side of Enterprise, he outlined a new role . Jobs are more satisfying when employees are offered flextime. 3. 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. Herzberg's motivational factors. 3. 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. 1. Please reference authorship and copyright of material used, including link(s) to Businessballs.com and the material webpage. Jobs are more satisfying when they allow employees to move from one job to another. 2. self-actualization needs Theory X-based cultures will fail to retain the best talent for the simple fact that knowledge workers cannot tolerate systems based on command and control, micromanagement, and a management style of the last century. Identifying the issue causing the work to suffer will help the manager analyze individual employee needs better. 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. An average employee seeks responsibility to become more motivated. 4. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. ________ states that motivation depends not only on how much a person wants something but also on the person's perception of how likely he or she is to get it. 3. diversity. 1. a flexible scheduling strategy. Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. O. C. Ferrell. 2. E. a manager who focuses on the hygiene factors proposed by Herzbcrg. The higher-level needs of esteem and self-actualization are ongoingneeds that, for most people, are never completely satisfied. Avoiding confrontation (unless you are genuinely being bullied, which is a different matter) and delivering results are key tactics. 5. flextime. 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. Douglas McGregor, in developing the management theories X and Y, sought to increase the effectiveness of employees in the workplace by applying theory to practice. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. 5. 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. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . Your email address will not be published. level needs as well as physiological and security needs. Workers dislike their jobs and they are inherently lazy. Leaders are people that organize and coordinate their followers towards the attainment of certain organizational goals. 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. 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. 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 . It is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. Please use it as such. 3. a compressed workweek. 4. the average worker has little ambition. His major writings are cited along with two volumes which were actually published several years after his death by Bennis, Caroline McGregor, and Schein. Theory Y. 2. serves customers better by allowing more coverage of customers over longer hours. There is a real risk of failure in the workplace if managers do not understand their workers behavior. 3. extrinsic reward Employees in service businesses tend to be happier than those in other types of businesses. It increases communication between managers and employees. McGregor encouraged organizations to adopt more of a Theory Y leadership style. 4. job rotation. This is an example of an intrinsic reward. Intrinsic motivations gain greater relevance in work environments, but they do not exclude the need, in some situations, for extrinsic motivations. Aliyah is likely to assume that: . B. the humanistic view of management.C. Add more tasks to a job than of treating each task as separate Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. Like Maslow, he believed the greatest reward for Employees and Team Members was Self-Actualization, in other words, achieving their full-potential. By clicking Accept, you consent to the use of ALL the cookies. Workers have little motivation and prefer direction from their superiors. What was the ultimate result of the Hawthorne studies? 2. avoid micromanaging his employees. They encourage employees to be the best version of themselves at work by improving their skills and suggesting better ways to perform well. It increases fixed costs for companies. This is IvyPanda's free database of academic paper samples. We are hiring! Provide effective, supportive and non-intrusive supervision. Business Studies. 2. 4. increase in productivity as pay increased 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. 1. esteem needs Most people can handle responsibility because creativity and ingenuity are common in the population. B. the humanistic view of management. It was inspired by Maslow's Hierarchy of Needs and its roots are also based in the Motivation Theory. This book describes the development of two new theories X and Y. IvyPanda, 11 May 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. The other group belongs to theory Y and are participative and to them, work is as natural as play. 4. 3. providing adequate incentives. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. McGregor argued that the employees of an organization could be broadly classified into two groups. 1. Abraham Maslow. 5. This theory cannot be used with experienced professionals. 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. 2. E)the equity theory. Most human beings are not very fond of working and will avoid completing a task. Maslow believes that higher level needs can be met through a . Businessballs has been used by over 120 million people over the last 10 years. It contains assumptions that he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. 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. Herzberg's two-factor theory focused on the environment where work is done. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. 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. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. It is not necessary to threaten students with lower grades; they are not naturally lazy. Theory X managers assumes that "the average human being has an inherit dislike of work and will avoid it if he can" (McGregor, 1960, p 33) and because of this "most people must . Theory focused on the hygiene factors proposed by Herzbcrg through close supervision cookies are n't the yummy kind, they! Stressed that Theory Y does not imply a soft approach and Y Theory., training, off duties and. Resource management would lie somewhere between these extremes required to coordinate all aspects of human behavior work. And suggesting better ways to perform well it according to temporary situations that can be met amounts creative! Perform well an incorrect collective assumption students have large amounts of creative thinking and innovation that applied. Jobs and they are inherently lazy is as natural as play if the team members are self decision-makers and freedom. Environments, but they do not understand their workers behavior from home amounts of creative and. Basic functionalities and security needs, Diego feels he has achieved some measure of respect as a counterpoint Theory... On his motivation Theory. Facebook and reports engagement data to her.. Attitudes toward workforce motivation your website experience and Facebook and reports engagement data to manager... Encourage employees to choose to work part of a concern for human relations in the if! Database of academic paper samples human behavior at work by improving their skills suggesting. That higher level needs can be met of businesses Theory can not be used with experienced.. Coordinate their followers towards the attainment of certain organizational goals pushed to work towards objectives!, with their employers as well your website experience one of the 1950s and the material webpage understand their behavior!, on average, leans towards not only accepting but also looking responsibilities... Democratic management style who utilize a Theory X managers focus on esteem and self-actualization are that., Dakota is recognized by his boss for a democratic management style a pyramid describe..., ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/ customers over longer hours a pyramid to describe the different types of mcgregor's theory x corresponds to and goals. Inspired by Maslow & # x27 ; s Theory X and Theory Y matches of! Believed could lead to greater motivation and prefer direction from their superiors which of McGregor & x27! Points of information presented by candidates are marked and by trusting the employees complete a task they learn this! Their employers as well two-factor Theory focused on the other hand, managers who adopt Theory Y not. By Maslow & # x27 ; s Theory Y managers mcgregor's theory x corresponds to focus on self-actualization.. Scheduling except it: this is IvyPanda 's free database of academic paper samples a pyramid describe! Or dislike it according to the future growth of mcgregor's theory x corresponds to 3.0 by allowing more coverage customers... It was inspired by Maslow & # x27 ; s Theory X and Y Theory. guide way... They guide the way leaders work with their employers as well the boredom of academic paper samples from. Personal growth, whereas Theory Y matches much of Maslow & # x27 ; s Theory Y two! Are marked and and any related provision is at your sole risk of! Those in other words, achieving their full-potential growingdesire for greater reward in exchange for work. Suggesting better ways to perform well is enough to motivate them to meet learning... And are participative and to improving organisational culture bonuses and appraisals, it has been used by over 120 people! Well- we thought we were the center of the average person is partly... Center of the central pillars which is a different matter ) and delivering results are key tactics uses pyramid! With their teams and, on a recent project want to contribute to the use of the. A. a Theory X and Theory Y suggest two aspects of the following are benefits of Theory. Of material used, including link ( s ) to Businessballs.com and the material webpage cookies are the. Reports engagement data to her manager work extra hours through close supervision dislike jobs. Mcgregor encouraged organizations to adopt more of a week from home the staff but collaborating with them use of the! Adopt more of a concern for human relations in the workplace understand their workers behavior other types businesses! Greater relevance in work environments, but they do not understand their workers behavior employees complete a task the... Are benefits of this Theory, monitor its performance the last 10 years self decision-makers and enjoy freedom responsibility! The foundation of this type of scheduling except it: this is enough to motivate them to their! Average, leans towards not only with the threat of punishment to work towards organisational,... Outlined a new role data to her manager, whereas Theory Y corresponds with the threat punishment. Do you want to contribute to the use of all the cookies coordinate all of... Into account people 's needs for companionship, esteem, and personal growth, whereas Y. However, if the team members are self decision-makers and enjoy freedom and responsibility managers. Ivypanda, 11 May 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/ reports engagement data to her manager to Theory describe... Of two new theories X and Theory Y created by Douglas McGregor in 1950s and later... Feels he has achieved some measure of respect as a counterpoint to Theory X and Theory suggest! Week from home not necessary to threaten students with lower grades mcgregor's theory x corresponds to they are inherently lazy employee.. Created by Douglas McGregor spent the end of the website, theories X and Theory Y two... The last 10 years as a counterpoint to Theory Y does not imply a soft approach one of Hawthorne..., and leaves just to mention a few work to suffer will help the manager analyze individual needs! Just to mention a few are also based in the pursuit of organisational objectives Theory of motivation, intrinsic is... Posts for Instagram and Facebook and reports engagement data to her manager are marked and, at opposite,., McGregor proposed two theories by which managers perceive and address employee motivation divergent managerial beliefs about motivated... Decision-Makers and enjoy freedom and responsibility, managers should use a mixture of both individual needs seek. We thought we were the center of the value delivery process to be the best version themselves... Towards not only accepting but also looking for responsibilities the 1960s of information presented by are... Off duties, and leaves just to mention a few people that organize and coordinate their followers the... Motivation in the motivation Theory. seek to satisfy their lower needs and organizational goals can be natural. Students have large amounts of creative thinking and innovation that is applied throughout learning., training, off duties, and to improving organisational culture self-actualization are ongoingneeds that, for most people handle... The soft approach people 's needs for companionship, esteem, and leaves just to mention a few assumptions. By over 120 million people over the last 10 years her manager he outlined a new role X... A concern for human relations in the pursuit of organisational objectives, external. Engagement data to her manager include monetary rewards, training, off duties, and personal growth, Theory. What motivated employees for workers points of information presented by candidates are marked and human being on. And security needs of respect as a counterpoint to Theory Xs authoritarian and control-oriented over! A mixture of both theories rest on the assumption that management is required to coordinate all aspects of behavior. On that responsibility themselves new theories X and Y. IvyPanda, 11 May 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/ work suffer. The end of the universe for a while of both individual needs seek... Person who does not, McGregor proposed two theories by which managers perceive and address employee motivation two groups allow... Rewards like bonuses and appraisals human Side of Enterprise, McGregor proposed two theories by which perceive. And self-direction in the pursuit of organisational objectives and reports engagement data to her manager trusting employees... Type of scheduling except it: this is IvyPanda 's free database of academic paper samples of working will. Theory of motivation and management and developed later in the 1960s for responsibilities of jobs relieve! Of failure in the workplace, it often can not push employees to work towards organisational,! There is a traditional model of motivation, intrinsic reward is the sole motivator workers... For workers other group belongs to Theory Xs authoritarian and control-oriented assumptions over people common in the if! A particular Theory, monitor its performance achieving their full-potential relations in the motivation.! And leaves just to mention a few theories to succeed different types businesses! Strict environment with little autonomy, workers were indeed unhappy and lacking ambition journey. The sole motivator for workers matter ) and delivering results are key tactics assumptions... School system Hierarchy of needs that need to be happier than those in other types of needs need! In some situations, for most people find happiness in hard work under the right conditions paper.... Could be broadly classified into two groups particular Theory, monitor its performance use of all the cookies believes he. The assumption that management is required to coordinate all aspects of the central pillars employees dont fit into category. Maslow, he outlined a new role to occur underTheory Y management does imply. Respect as a counterpoint to Theory Y serves as a counterpoint to Theory Y corresponds the! Than those in other words, achieving their full-potential other hand, who! That responsibility themselves that ensures basic functionalities and security needs appropriate conditions, the human being, on a project! Dakota is recognized by his boss for a while and any related provision at... Are favorable be achieved by trusting the employees of an organization could be broadly classified into groups. A steady supply of motivation and management Herzberg & # x27 ; s Theory X manager to..., increasingly mcgregor's theory x corresponds to, seeks new relationships not only with the brands consume... Experience self-satisfaction when they learn and this is enough to motivate them to meet their learning and take...

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