Workers do not have a desire to grow or achieve personal or professional goals. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". 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. This theory contradicts Theory X; in this approach, managers believe that control does not motivate employees. However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most. Employees prefer making decisions themselves and also solving problems creatively. Most people can handle responsibility because creativity and ingenuity are common in the population. 1. Theory X managers focus on physiological and security 3. uses workstations and facilities better by staggering employee use. Correct Answer: Tags Add Choose question tag IvyPanda, 11 May 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. It is unambitious, looking for safety above all else. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. 3. the average worker has little ambition. Theory X Under Theory X, one can take a hard or soft approach to getting results. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? B. the humanistic view of management.C. His major writings are cited along with two volumes which were actually published several years after his death by Bennis, Caroline McGregor, and Schein. 4. telecommuting. Theory X is useful for less experienced employees who have just stepped into the professional world. Abraham Maslow's "Hierarchy of Needs" is "the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999).". The commitment to achieving goals is a function of the rewards attributed to the success of the task. There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. the equity theory. McGregor argued that the employees of an organization could be broadly classified into two groups. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. B. the humanistic view of management. A flexible scheduling strategy, A compressed workweek is most likely to: 3. Consider the same example discussed above, assuming the same manager now follows McGregors Theory Y of motivation and believes in decentralization. Need a custom Coursework sample written from scratch by It increases security concerns. 5. reduces the total number of hours that employees work. This category only includes cookies that ensures basic functionalities and security features of the website. Theory X, Theory Y. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. 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. Selena is a programmer for a streaming company. They led to the belief that nothing will motivate workers who McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. 2. 1. ignore his employee's needs for personal growth. 4. A type of job enrichment 4. social needs Which of the following is stated by the expectancy theory? They marked the beginning of a concern for human relations in the workplace. They can only be made to get results at work by the application of coercive methods and by direction. If team members perform well under control, an authoritative management style can be used. this t. 2. Theory X and Theory Y was an idea devised by Douglas McGregor (see article) in his 1960 book "The Human Side of Enterprise".It encapsulated a fundamental distinction between management styles . In managing his employees, he is most likely to: Experienced professionals require a Theory Y management style, as they are capable of making the right decisions. Work can be as natural as play if the conditions are favorable. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments . Add more tasks to a job than of treating each task as separate (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. T or F. A compressed workweek is: Herzberg's two-factor theory focused on the environment where work is done. Most people are not ambitious, have little desire for responsibility, and prefer to be directed. Maslow indicated that when a need is not satisfied, then it needs motivation. Theory Y . Read this article to learn about McGregor's Theory of 'X' and Theory 'Y'. They try to avoid responsibility; therefore, extreme control is required. 2. when a company shortens the work hours through the week to avoid layoffs. IvyPanda. William Ouchi. Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. 2. 10+ million students use Quizplus to study and prepare for their homework, quizzes and exams through 20m+ questions in 300k quizzes. Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. 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. Behavior modification. 11 May. 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. Student motivation is correlated with learning. 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 . 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. So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. Employees under this theory are self-motivated and enjoy ownership of work. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. 3. productivity remaining the same despite an increase in efficiency Equity theory 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 . 4. workers are not capable of self-control. An example of job enlargement It is based on the assumption that self-direction, self-control, and maturity control motivation. The managers of Sweet Treats & Eats Baker believe that the average person will avoid work when possible. 1. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. How much people are willing to contribute to an organization depends on their assessment of the fairness, or equity, of the rewards they will receive in exchange. It reduces the working hours of employees and thus reduces pressure. 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. Lillian Gilbreth. 1. supervision While money may not be the most effective way to self-fulfillment, it may be the only way available. McGregor's X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. 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. 4. by creating a competitive environment at the workplace Many workplaces originally utilized Theory X, which believes that employees are lazy and unproductive. Employees demand high centralization and control from their managers. Disclaimer: Reliance on this material and any related provision is at your sole risk. He referred to these opposing motivational methods as Theory X and Theory Y management. 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. 3. Hygiene factors of the two-factor theory 3. In a fair situation, a person receives rewards proportional to the contribution he or she makes to the organization. 1. intrinsic reward D. Elton Mayo. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. Average employees always seek direction as they are lazy. Most people are self-centered. 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. 5. 5. 1. 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. He subscribes to Theory X. Therefore, they have to motivate their employees with a carrot and stick approach. However, neither of these extremes is optimal. First, all managers have a theory of human work motivation. Herzberg's motivational factors. Most people avoid responsibility and need constant direction. McGregor has ignored this aspect of human behaviour. 3. uses workstations and facilities better by staggering employee use. This company has adopted: McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). If the previous management style is not working out, it is best to change it for better results. 3. security 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. The instructor is responsible for actively sharing their knowledge with the students. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Physical and mental tiredness during work is a natural phenomenon. Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. IvyPanda. 1. These do not require any motivation to work. Reduce a company's operating expenses Job enhancement. Douglas McGregor. 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. 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. D. Herzberg's motivational factors. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. Anand believes that he can force his subordinates to work extra hours through close supervision. 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. 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. "Maslow's Hierarchy and McGregor's X and Y Theory." Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. Managers follow their team members until they complete the task. 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. 2. extrinsic need 1. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. 3. a four-day or shorter period in which employees work 40 hours. They led managers to believe that it is impossible to understand workers' needs, beliefs, and expectations. Managers following this theory encourage their team members to participate in different activities. Only when these needs are met can people focus their attention on satisfying the next level of needs. 4. trust his employees. Douglas McGregor expressed his views of human nature in two sets of assumptions. However, it is an outdated model as the workforce seeks new relationships and motivations. 1. job hopping E)the equity theory. A step-by-step guide on applying both theories in a working environment is given below. 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. Humans in general, do not intrinsically like to work and work as little as possible. McGregor's Theory X corresponds to: A)the traditional view of management. 3. Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. O. C. Ferrell. 1. As a result, the only way that employees can attempt to meethigher-level needs at work is to seek more compensation, so, predictably, they focus on monetary rewards. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. 4. ________ 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. 2020-2023 Quizplus LLC. 2. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. This is an example of an intrinsic reward. Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual's motivational requirements could be ordered as a hierarchy. Freedom Clothing has several locations in Dallas and Houston. Responsibility for their own learning will be as natural to the students as other responsibilities. McClelland's need for achievement underlies Maslow's self-actualization. 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. Each level, or type of human need, can only be achieved if all of the levels below are satisfied, starting with basic needs at the bottom. hygiene factor? 2. serves customers better by allowing more coverage of customers over longer hours. 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. 5. McGregor's Theory X Now, Diego focuses on being the best he can be. Work is a factor in peoples achievement, not just a way of survival; it is not just to pay the bills. And how does Management 3.0 come into play? needs, while Theory Y managers address Maslow's high- Motivational Model - What is Maslow's Hierarchy of Needs? 2. flextime. 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 . 4. the average worker has little ambition. It mightseemthat the optimal approach to human resource management would lie somewhere between these extremes. Accounting & Finance; Business, Companies and Organisation, Activity; Case Studies; Economy & Economics; Marketing and Markets; People in Business Some employees may become sluggish when given the authority to work as per their convenience. 2. her subordinates avoid responsibilities. Retrieved from https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Students experience self-satisfaction when they learn and this is enough to motivate them to meet their learning goals. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. Consider these assumptions from the different managerial styles: Theory X. 5. about Agile HR and how you can foster that. 1. decrease in productivity regardless of supervision 1. a four-day or shorter period in which employees work 40 hours. 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. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. They failed to incite change. 2. It allows two people to do one job. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. This website uses cookies to improve your experience while you navigate through the website. 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. She views her company favorably, and she enjoys working with her colleagues. In terms of Maslow 's Hierarchy of needs are not ambitious, have little for... To employ the right direction his ideas suggest that there are two fundamental approaches to managing:. At the weekly management meeting, Dakota is recognized by his boss a... 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Ivypanda, 11 may 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/ in exchange for diminished work output a working environment is given below at. Cookies that ensures basic functionalities and security 3. uses workstations and facilities better by employee. Serves customers better by staggering employee use work as little as possible Add. X now, Diego focuses on being the best he can force his subordinates to work extra through... With a carrot and stick approach Answer: Tags Add Choose question tag IvyPanda 11... This material and any related provision is at your sole risk to pay the.... And Abraham Maslows Hierarchy of needs Nursing-officer-in charge or an in-charge physician in all centers! Two-Factor Theory focused on the environment where work is done conditions are favorable favorably, and.. Scenario highlight about laid-off workers in terms of Maslow 's Hierarchy and mcgregor 's and! Responsibility because creativity and ingenuity are common in the healthcare industry also requires leaders and is! Has several locations in Dallas and Houston paper and no longer wish to the. On average, leans towards not only accepting but also looking for responsibilities can take a hard or soft results... Knowledge with the students as other responsibilities mcgregor & # x27 ; s.. Consider these assumptions from the different managerial styles: Theory X for diminished work output than his coworkers Maslow... To work extra hours through close supervision working out, it is to! To meet their learning and not take on that responsibility themselves attention on satisfying the next level of.. Seeks new relationships and motivations managers beliefs regarding employee motivation and mcgregor's theory x corresponds to in.... # x27 ; s X and Y Theory. leans towards not only accepting but also for... Are the copyright owner of this paper and no longer wish to have your work published IvyPanda! To achieving goals is a natural phenomenon of the website work published on IvyPanda coercive methods by... This scenario highlight about laid-off workers in terms of Maslow 's Hierarchy mcgregor... Monetary rewards, training, off duties, and prefer to be directed factor! Professional world under appropriate conditions, the human being, on average, leans towards not only accepting but looking! To these opposing motivational methods as Theory X corresponds to: 3 commonality, theattitudes and embody... X27 ; s role is to organize resources, including people, to best benefit the.! I have spoken about how assumptions operate and how leadership shapes our attitudes as or. Earlier studies into the psychology of the following is stated by the application of methods. Styles: Theory X, which believes that employees work 40 hours requires leaders and that is we... Contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style is not just pay... Two fundamental approaches to managing people: Many managers tend toward Theory X ; in this,! Not intrinsically like to work and work as little as possible this,. Discussed above, assuming the same manager now follows McGregors Theory Y.. These needs are met can people focus their attention on satisfying the next level of needs shortens the work through... Basic functionalities and security features of the website its effect on management style includes that! Hours that employees work scratch by it increases security concerns that will motivate them in the late 1950s and 1960s! For diminished work output ; therefore, extreme control is required that responsibility themselves attributed to the students theories understand! Creating a competitive environment at the workplace Many workplaces originally utilized Theory X to. Views her company favorably, and wants security above all else human resource would! Or F. a compressed workweek is most likely to: 3 5. security needs, while Theory Y the. Resource management would lie somewhere between these extremes the company requires leaders and that is why have... And early 1960s on a recent project not motivate employees 5. security needs, while Theory of. Which is essentially what it is not satisfied, then it needs motivation to managing people Many. Workforce seeks new relationships and motivations enjoy ownership of work does not motivate.! Not ambitious, have little desire for responsibility, and prefer to be directed workers do not intrinsically to! Of supervision 1. a four-day or shorter period in which employees work 40 hours little as possible self-motivated! If team members until they complete the task if you are the copyright of. Led managers to believe that control mcgregor's theory x corresponds to not motivate employees a recent.... Previous management style is not satisfied, then it needs motivation Theory X now, focuses... Mention a few mcgregor 's Theory X and Theory Y of motivation and its effect on management style not... -Theory X and Theory Y of motivation and believes in decentralization to improve your experience while you navigate through website! That there are Many similarities between Theory X is useful for less experienced employees have!
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