It reduces the working hours of employees and thus reduces pressure. Douglas McGregor first published his Theory behind X & Y styles of management in 1960 in his book entitled The Human Side of Enterprise. Create the work environment and culture of respect and dignity among all the department. The XY Theory diagram and measurement tool below (pdf and doc versions) are adaptations of McGregor's ideas for modern organisations, management and work. This arrangement is called: McGregor argued that the employees of an organization could be broadly classified into two groups. The financial incentive does not motivate all employees. Please note, that they were not created by McGregor. It is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. 4. physiological needs Herzberg's motivational factors. Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. 1. McClellands Three Needs Theory: Power, Achievement, and Affiliation, Herzbergs Motivation-Hygiene Theory: Two-factor, Instructional Design Certificate (Fully Online), ADDIE Instructional Design Certificate Program (Fully Online), Instructional Design Models Certificate (Fully Online), Model of Motivation: ARCS Instructional Design. To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. 2. her subordinates avoid responsibilities. A person who wants something and has reason to be optimistic is likely to be highly motivated. 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. 3. productivity remaining the same despite an increase in efficiency 2. 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. His work is isolating, so he decides to join the knitting club that meets in the breakroom to make friends. B. the humanistic view of management.C. 3. social needs 2. achievement 5. challenging employees. Therefore, it often cannot push employees to perform better. McGregor's management theory involves the idea that there are two types of managers Theory X and Theory Y. C. people will seek and accept responsibility. However, it is an outdated model as the workforce seeks new relationships and motivations. Educators who believe in Theory X would agree with the following statements: Educators who believe in Theory Y would have different assumptions: While it may seem like McGregors Theories of X and Y are outdated, they can actually still be applied in many business settings today. Guha starts a new job as a programmer at a telecommunications company. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . Herzberg's hygiene factors. 4. social needs A need According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. In managing his employees, he is most likely to: Work is a factor in peoples achievement, not just a way of survival; it is not just to pay the bills. 5. the average worker prefers to be directed. William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. Students are not motivated to learn new information. The hard approach results in hostility, purposely low output, and extreme union demands. 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 . 4. These cookies do not store any personal information. 2. self-actualization needs The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. 4. job enrichment McGregors X and Y Theories was developed by social psychologist Douglas McGregor in the 1960s. Required fields are marked *. 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. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. 2. serves customers better by allowing more coverage of customers over longer hours. 1. 5. McGregor's Theory Y corresponds to:A. the traditional view of management. However, if the team members are self decision-makers and enjoy freedom and responsibility, managers should opt for a democratic management style. D. Herzberg's motivational factors. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. 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. These do not require any motivation to work. 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 allows two people to do one job. Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. It is acknowledged as one of the most influential management books of the twentieth century and many academics have attempted variations to the theories in order to enhance or modernise McGregor's work. 1. improves the company's ability to recruit and retain workers who wish to balance work and home life. Theory X . According to McGregor, Theory X managementassumes the following: Essentially, Theory X assumes that the primary source of employee motivation is monetary, with security as a strong second. 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 . Most people find happiness in hard work under the right conditions. 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. It is the managers responsibility to identify team members requirements and select the right management style. Most people avoid responsibility and need constant direction. According to the classical theory of motivation, intrinsic reward is the sole motivator for workers. He used his knowledge of psychology and other areas of the behavioral sciences to seek insight into the minds of employees. Managers follow their team members until they complete the task. 2. The person primarily associated with the Hawthorne studies is T or F, According to the classical theory of motivation, intrinsic It is unambitious, looking for safety above all else. 3. 5. The explanation: Its not just technology, business models, products, and services that evolve, but so do people. 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. Turn your workplace into a happy workplace! Jobs are more satisfying as the number of tasks performed by an individual increases. Theory X says people don't like to work and will avoid it if they can. There is a real risk of failure in the workplace if managers do not understand their workers behavior. 4. D. Theory X takes into account people's needs for companionship, esteem, and personal growth, whereas Theory Y does not. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. Theory Y. The database is updated daily, so anyone can easily find a relevant essay example. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. C)Herzberg's hygiene factors. Because our behavior tends to be consistent with our assumptions, attempts to influence others often reveal some indications, often subtle and not necessarily noticeable or aware, that those assumptions are. 4. job enlargement. As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. Moved by self-orientation and self-control, the individual will put himself at the service of the goals that he strived to achieve within the organization. A problem McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and may initially need tighter controlsthat can be relaxed as the employee develops. Intrinsic motivations gain greater relevance in work environments, but they do not exclude the need, in some situations, for extrinsic motivations. Theory X advanced the view that human beings have an innate dislike for work. 2. The theory overgeneralizes how an employee behaves in a work environment. T or F, Good News, a public relations agency, has a rule that employees can choose their start and end times as long as they were in the office between 9:30 a.m. and 3:30 p.m. This is an example of an intrinsic reward. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. 2. 3. According to Herzberg's theory, which of the following is a It is advised to use both theories together to suit the needs of all employees, as a working environment cannot be restricted to a two size fits all approach. 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. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. 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. 5. 2. Is the team demotivated because of a lack of incentives? Workers do not have a desire to grow or achieve personal or professional goals. 1. workers will exercise self-direction and self-control. 4. 4. workers are not capable of self-control. The instructor is responsible for actively sharing their knowledge with the students. As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? Herzberg's hygiene factors. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. 2. "Maslow's Hierarchy and McGregor's X and Y Theory." This scenario best describes job: Giovanni was laid off from his software engineering job. Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. Each of the viewpoints addresses a different way of meeting each individuals motivational needs. Which of the following is stated by the expectancy 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. The X-Y. Which of the following is a major difference between the Theory X and Theory Y views of management? 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. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. Jobs are more satisfying as the opportunity for job sharing increases. Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace. Job rotation Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. McGregor's theory introduced two different management theories based on human motivation, Theory X and Theory Y. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. McGregor's 1960 book, . The capacity for creativity spreads throughout organizations. However, superior leaders in healthcare centers are expected to have excellent leadership qualities for quality work. Today, organizations are more concerned about the motivation of their employees. ; is relatively unambitious, and to improving organisational culture to balance work and avoid... C ) Herzberg & mcgregor's theory x corresponds to x27 ; s Theory Y managers trust their people to take of! Today, organizations are more satisfying as the opportunity for job sharing increases take of. 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