Work can be as natural as play if the conditions are favorable. The theory assumes that employees are lazy and cannot make decisions. Herzberg's motivational factors. In his book, The Human Side of Enterprise, he outlined a new role . Douglas McGregor (1957) developed a philosophical view of humankind with his Theory X and Theory Y two opposing perceptions about how people view human behavior at work and organizational life. ________ 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. 2. avoid micromanaging his employees. A goal Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 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. 5. specialization. 3. diversity. External control and the threat of punishment are not the only means of arousing efforts towards organizational goals. Esperanza oversees the production line at a car manufacturer. 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 . Such individuals are used to working on their own terms and accomplishing tasks. 4. the traditional view of management. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. 2. increase in productivity regardless of physical conditions candidate's answer in order to merit the assigned marks. 2. 1. workers will exercise self-direction and self-control. 4. telecommuting. It increases communication between managers and employees. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. These do not require any motivation to work. 5. How to apply Theory X and Y in the workplace. McGregor's Theory Y corresponds to: 1. McGregor's Theory X corresponds to: A. the traditional view of management. These cookies do not store any personal information. 1. 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. 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. The test is a simple reflective tool, not a scientifically validated instrument; it's a learning aid and broad indicator. Managers follow their team members until they complete the task. McClelland's need for achievement underlies Maslow's self-actualization. The approach focuses on persuading employees to complete work by motivating them with incentives and punishing them if they cannot complete the task. 2. Decentralization is the right way to motivate employees to complete tasks. They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace. He instills fear among employees by threatening to cancel bonuses if deadlines are not met. 4. 3. a four-day or shorter period in which employees work 40 hours. 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. 1. Management styles impact organizational goals. Herzberg's two-factor theory. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . 3. a compressed workweek. 4. This arrangement is called: Thus, according to the Theory, there are two groups of managers:Theory X managers and Theory Y managers, both with a contrary set of assumptions. 2. They can only be made to get results at work by the application of coercive methods and by direction. 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 workforce, increasingly multigenerational, seeks new relationships not only with the brands they consume, with their employers as well. Managers believe employees are not motivated because they dislike the work. Please use it as such. 3. 4. trust his employees. Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. The theory overgeneralizes how an employee behaves in a work environment. 4. working condition 1. ignore his employee's needs for personal growth. Employees under this theory are self-motivated and enjoy ownership of work. 1. job sharing. 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. More autonomy, more purpose, and mastery items mentioned inDaniel Pinks book (Drive)are just three of a series of items mentioned when we talk about motivation, engagement, and happiness at work. A person who wants something and has reason to be optimistic is likely to be highly motivated. Job sharing 1. Employees dislike their work and try to avoid completing it as much as possible. The capacity for creativity spreads throughout organizations. Herzberg's hygiene factors. Most of the people may fall in between these two extremes of human behaviour. He referred to these opposing motivational methods as Theory X and Theory Y management. McGregor's management theory involves the idea that there are two types of managers Theory X and Theory Y. level needs as well as physiological and security needs. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. 5. Need a custom Coursework sample written from scratch by 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. 1. Encroachment: Definition, Meaning & Examples. Most people have little aptitude for creativity in solving organizational problems. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. C. people will seek and accept responsibility. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. Douglas McGregor related Maslow's ideas about personal needs to management. 4. reduces driving in rush hour traffic. Douglas McGregor. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. "Maslow's Hierarchy and McGregor's X and Y Theory." 25. option A is correct 5. One day, she decides to compare the company's engagement data against the company's top competitor and shares the insights with her boss. 2. creating a work-friendly environment. His ideas suggest that there are two fundamental approaches to managing people: McGregor's ideas significantly relate to the modern understanding ofthe Psychological Contract, which provides many ways to appreciate the unhelpful nature of X-Theory leadership and the useful constructive beneficial nature of Y-Theory leadership. According to Maslow's hierarchy, Aaron will strive to satisfy esteem needs next. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. Corresponds to real life as well- we thought we were the center of the universe for a while! C. Herzberg's hygiene factors. Pink and Maslow are well known, and so isDouglas Murray McGregors Theory X and Y, and thats what we want to dig into today. Organizational goals can be achieved by trusting the employees judgment. E. the average worker does not like to be directed. are not intrinsically motivated. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. Businessballs Ltd assumes no responsibility for any errors or damages arising as a result of use. The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). It is the managers responsibility to identify team members requirements and select the right management style. 2. Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most. 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. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. 4. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. We reviewed their content and use your feedback to keep the quality high. 2003-2023 Chegg Inc. All rights reserved. The manager will trust the employees decisions and help them understand their contribution to the company. An authoritative management style can hamper employee learning, building, and development. 4. While McGregors theory was developed to improve motivation in the workplace, it has been recently used in the school system. Some employees may become sluggish when given the authority to work as per their convenience. How can managers avoid equity problems? Correct Answer: Tags Add Choose question tag 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. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. 3. 3. achievement IvyPanda. Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. Theory X is an authoritarian style of management that assumes employees want to be . This leads to more collaborative, participatory environments where decisions are shared and a greater sense of purpose is shared. 5. a system that allows employees to choose to work part of a week from home. Under Theory X, one can take a hard or soft approach to getting results. Theory X . 1. job rotation. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. An average employee seeks responsibility to become more motivated. This is IvyPanda's free database of academic paper samples. McGregor's Theory Y corresponds to the humanistic view of management The field of human relations has become increasingly important over the years as businesses strive to understand how to do all of the following EXCEPT boost company sales. 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. 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. conditions to increase productivity. B. Frederick llerzberg. 2. her subordinates avoid responsibilities. Selena's work schedule is an example of: Aliyah is likely to assume that: It improves the ability to recruit and retain workers who wish to balance work and home life. 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. Drawing on Maslows hierarchy of needs, McGregor argues that a need, once satisfied, no longer motivates. After employing a particular theory, monitor its performance. Employees self-confidence may be impeded if they are punished publicly. Theory Z He reasoned that . 4. job enrichment 5. D. Herzberg's motivational factors.E. McGregor came from a social psychology background and brought his training in this area to the field of management. Its important to us that we challenge our assumptions frequently. A need They failed to incite change. McGregors Theories allow managers to better understand their employees. 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