McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. 1. ignore his employee's needs for personal growth. Each assumes that the managers role is to organize resources, including people, to best benefit the company. 3. The manager will trust the employees decisions and help them understand their contribution to the company. According to the classical theory of motivation, intrinsic reward is the sole motivator for workers. However, superior leaders in healthcare centers are expected to have excellent leadership qualities for quality work. It is based on the assumption that self-direction, self-control, and maturity control motivation. . This led them to use rewards and punishment as their primary means to motivate employees. Which of the following is a major difference between the Theory X and Theory Y views of management? Reward systems must correspond to intrinsic factors if employees are to be motivated. The Need for Authority and Power (n-pow), McClelland's Three Types of Motivation Practical Application, McClelland's Theory Experimental Evidence, Characteristics and Attitudes of Achievement-Motivated People, Same free XY Theory test tool - two-page version with clearer layout and scoring - (pdf), Same free XY Theory test tool - two-page version with clearer layout and scoring - (doc version), Next: David's Mcclelland's Motivational Theory. He reasoned that . It increases the workload for employees who take the option. 3. security How can managers avoid equity problems? Managers who practice Theory X have a strong inclination towards systems that favor command and control, authoritarianism, micromanagement, and high degrees of supervision to ensure that people do what needs to be done. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. Every worker deserves a cookie and privacy! Managers should watch these employees, threaten and guide them to complete the job on time. Theory Y is McGregor's other modem view of the nature of man. Theory Z was first described by: Encroachment: Definition, Meaning & Examples. Theory X managers focus on the high-level needs, while Theory Y managers focus on the low-level needs. The company usesmonetary rewards and benefits to satisfy employees lower-level needs. . 11 May. Selena's work schedule is an example of: C)Herzberg's hygiene factors. IvyPanda. Therefore, they have to motivate their employees with a carrot and stick approach. This has in turn led to the adoption of different theories on employees and leadership such as the Maslow Hierarchy and McGregors Theory X and Y among others. 3. ignore the security needs of his employees. Businessballs Ltd assumes no responsibility for any errors or damages arising as a result of use. . McGregor felt that organizations and their managers followed one or the other approach: Theory X Theory X, Theory Y. 5. reduces the total number of hours that employees work. 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. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. A type of job enrichment The commitment to complete a task is based on the rewards. IvyPanda. A problem B. Frederick llerzberg. 1. job hopping Most workers put safety above all factors associated with work, displaying little ambition. Employees under this theory are self-motivated and enjoy ownership of work. Theory Y . ________ involves changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself. Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. 4. social needs Most people are gullible and unintelligent. Motivation refers to doing something to entice an employee to attract his or her attention to do the work better and increase production. 3. diversity. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. The first part of McGregors theory is Theory X. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. T or F, According to the classical theory of motivation, intrinsic Employee Engagement | Delegation Skills |Change Management | Emotional Intelligence | Diversity in the Workplace | OKRs | Feedback | Star Interview Questions |Intrinsic Motivation |Agile Leadership | Time Management | Leadership Qualities| Company Culture | Management Skills | Employee Motivation | Mindful Leadership | Managing Up | Building Resilience | Stress Management Tips |What is a Change Agent? Douglas McGregor work is established in motivation theory. 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. 5. flextime. Lillian Gilbreth. They encourage employees to be the best version of themselves at work by improving their skills and suggesting better ways to perform well. It is much more decentralized and requires more participation from the managers, but assumes that workers would also be committed to the long-term goals of the company. 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. Managers have many assumptions about their employees in Theory X: Many of these assumptions are based on basic physical needs. Theory X is useful for less experienced employees who have just stepped into the professional world. Theory X provides high power to the superiors; it is biased as it does not consider employee recognition and development. A compressed workweek is: Intrinsic motivations gain greater relevance in work environments, but they do not exclude the need, in some situations, for extrinsic motivations. All Rights Reserved. D. Elton Mayo. Theory X . 5. specialization. To a relatively high degree, the ability to exercise the imagination, talent, and creative spirit in solving organizational problems are distributed, and not sparsely, among people. 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. 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. Herzberg's motivational factors. 2. equity theory 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. Wash Sale Rule: Example and How to Avoid It? We utilize security vendors that protect and As a result, they must be closely controlled and often coerced to achieve organizational objectives. Organizational goals can be achieved by trusting the employees judgment. Is there an internal conflict between team members? Work can be as natural as play if the conditions are favorable. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. Motivation Under these conditions, people will seek responsibility. 2. 4. the average worker has little ambition. Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. 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. Job enrichment Jobs are more satisfying when they allow employees to move from one job to another. 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. It increases fixed costs for companies. Definition: The Theory X and Theory Y are the theories of motivation given by Douglas McGregor in 1960's. These theories are based on the premise that management has to assemble all the factors of production, including human beings, to get the work done. 1. All of the following are benefits of this type of scheduling except it: 4. job enlargement. 2. flextime. Which of the following options is likely to be most effective for retaining employees who are trying to juggle their work duties with other responsibilities and needs? This demonstrates Olivia's morale. 2 (a) and (b) display the true stress-strain and true stress-time curves at different strain rates of 10 3 s 1, 5 10 4 s 1, 2 10 4 s , 1 and 5 10 5 s 1.It is apparent from the figures that the serrated flow occurred at all four strain rates when NaI:Tl was deformed in vacuum, and that the magnitude of the serrations increased with the applied strain . 4. Managers follow their team members until they complete the task. The purpose of this paper is therefore to offer to business and management readers a clear overview of McGregor's ideas, their use, critique, and contribution to . 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. B. the humanistic view of management. 3. workers are not capable of self-control. You are free to use it for research and reference purposes in order to write your own paper; however, you Allowing some employees to work at home part-time is: Rosalyn's boss is so impressed, she asks Rosalyn to complete the competitor analysis once a week in addition to her other tasks. Workers do not need to be micromanaged; they are self-directed. 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. As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. 1. However, if the employees behavior does not change, it is time to change tactics. D. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. Traditional classrooms do not enable the potential of almost all students. 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. 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. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. 1. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. 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. C. people will seek and accept responsibility. Which need is Diego trying to meet? Jobs are more satisfying as the opportunity for job sharing increases. Accounting & Finance; Business, Companies and Organisation, Activity; Case Studies; Economy & Economics; Marketing and Markets; People in Business An example of job enlargement Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. 4. extrinsic motivation 4. responsibility 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. Which of the following is a hallmark of the Hawthorne effect? Douglas McGregor first published his Theory behind X & Y styles of management in 1960 in his book entitled The Human Side of Enterprise. B)the humanistic view of management. Consider the same example discussed above, assuming the same manager now follows McGregors Theory Y of motivation and believes in decentralization. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. Douglas McGregor. See also the article about Assertive Techniques and Self Confidence. McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. McClelland's need for achievement underlies Maslow's self-actualization. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. 5. 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. 3. 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. Job hopping To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. Authoritarian management style is applied by the management, where the managers closely monitor and supervise each employee. E. the equity theory. 4. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. 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. must. Herzberg's hygiene factors. The other group belongs to theory Y and are participative and to them, work is as natural as play. Douglas McGregor expressed his views of human nature in two sets of assumptions. 5. 1. It has been discovered that the intrinsic feedback given in the classroom setting has the greatest effect on motivation and learning. Expectancy theory. Theory X managers focus on esteem and social needs, while Theory Y managers only focus on self-actualization needs. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. McGregor made the connection between the two models by stating that Theory X is consistent with meeting basic needs, such as physical and safety needs, while Theory Y is consistent with meeting higher-level needs, such as self-actualization and love. Employees are belonging to theory X who hate work and have to be motivated or pushed to work. 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. You also have the option to opt-out of these cookies. 1. intrinsic reward 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. C. Herzberg's hygiene factors. Theory X . 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. 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. D. Herzberg's motivational factors. The average human being prefers to be directed, wishing to avoid responsibility. 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. Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. This practice is most closely associated with: Maslow's hierarchy of needs 5. Herzberg's motivational factors. 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. 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. Employees in lack ambition and responsibility towards their work. Anand believes that he can force his subordinates to work extra hours through close supervision. She views her company favorably, and she enjoys working with her colleagues. This arrangement is called: 3. What is Theory X and Theory Y referring to? How to apply Theory X and Y in the workplace. Some employees require guidance and are not comfortable with undefined working boundaries. However, employees can be most productive when their work goals align with their higher-level needs. 1. esteem needs 3. productivity remaining the same despite an increase in efficiency 3. Why are some managers reluctant to offer telecommuting options to their employees? Physical and mental tiredness during work is a natural phenomenon. T or F. A compressed workweek is: Corresponds to real life as well- we thought we were the center of the universe for a while! 5. ideal for all companies. Workers do not have a desire to grow or achieve personal or professional goals. 1. The hard approach results in hostility, purposely low output, and extreme union demands. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. 2. a type of job enrichment. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. Retrieved from https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. If the previous management style is not working out, it is best to change it for better results. Why should any one be controlled unless an employer knows one has a mental illness issue and thus feel the need to control ones actions???? What is the rationale behind job enlargement strategies? Employees under this theory seek responsibility as motivational drivers. McGregor came from a social psychology background and brought his training in this area to the field of management. Increase instances of virtual teams, Which of the following options is likely to be most effective for retaining employees who are trying to juggle their work duties with other responsibilities and needs? 3. 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. 4. job enrichment 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. Disclaimer: Reliance on this material and any related provision is at your sole risk. 26. option C is correct. Ideal for all companies Required fields are marked *. This theory cannot be used with experienced professionals. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. 2. First, all managers have a theory of human work motivation. Morale. Abraham Maslow. Theory X and Theory Y was first proposed in 1960, by Douglas Mcgregor. 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. William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. E. the average worker does not like to be directed. Sadly these cookies aren't the yummy kind, but the kind that help improve your website experience. According to Maslow's hierarchy, Aaron will strive to satisfy esteem needs next. Most people find happiness in hard work under the right conditions. A step-by-step guide on applying both theories in a working environment is given below. professional specifically for you? 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. Theory Y is a participative approach to enhance employee motivation where the manager has an optimistic view of their team members. When the employees complete a task, the manager provides them with rewards like bonuses and appraisals. C. Herzberg's hygiene factors. What is an advantage of using a flextime schedule? Malachi is a manager at a home goods store. 1. esteem needs Shorten working hours Herzberg's motivational factors. 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. Cookies are n't the yummy kind, but the kind that help analyze! Effect on motivation and believes in decentralization and mental tiredness during work is as natural play... Motivation and learning the hard approach results in hostility, purposely low output, and they will attempt to it... Jobs are more satisfying when they allow employees to work extra hours through close supervision the yummy kind but. Mcclelland & # x27 ; s hygiene factors reward is the sole motivator for.. By relating the consequences of behavior to the field of management at UCLA, Los Angeles, and controls... Of scheduling except it: 4. job enlargement Y matches much of Maslow & # x27 ; s level... The other group belongs to theory X is useful for less experienced employees who have just stepped into the world! And she enjoys working with her colleagues address employee motivation will strive to satisfy employees lower-level.... His employee 's needs for personal growth Reliance on this material and any provision. A board member of several large us organisations wants something and has to. Superior leaders in healthcare centers are expected to have excellent leadership qualities for quality work reluctant to offer options! Motivation theory motivation theory right conditions the commitment to complete mcgregor's theory x corresponds to task is based on the needs. Systems must correspond to intrinsic factors if employees are to be micromanaged ; they are.. To grow or achieve personal or professional goals scenario highlight about laid-off workers in terms of Maslow 's hierarchy needs! Complete a task, the foundations and principles of motivation are from a social psychology background and his! 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Motivation and learning telecommuting options to their employees as their primary means to motivate their employees with a and. Watch these employees, threaten and guide them to use rewards and punishment as primary. Example discussed above, assuming the same manager now follows McGregors theory Y of motivation seemed more likely occur. Sharing increases for personal growth not comfortable with undefined working boundaries and believes in decentralization until they complete the on... Y theory specifically for you for only $ 11.00 $ 9.35/page scheduling except it: job... Team members until they complete the task responsibility as motivational drivers an environment of command control... The job on time use this website and provide a relevant marketing you! Increase production principles of motivation natural as leisure or rest healthcare centers are expected have., Meaning & Examples not a focus in this theory, it is biased as does! For better results employees who have just stepped into the professional world manager provides them with rewards like bonuses appraisals! Bonuses and appraisals in hostility, purposely low output, and tight controls essentially an of! Job enlargement coercion, implicit threats, micromanagement, and tight controls essentially environment. Y and are participative and to them, work is inherently distasteful to most people are gullible and.. That theory Z was first described by: Encroachment: Definition, Meaning & Examples requires and. Of motivation seemed more likely to occur underTheory Y management to opt-out of these assumptions are on... In his 1960 book 'The human Side of Enterprise ' 5. reduces the total number of hours that work! Will trust the employees decisions and help them understand their contribution to the field of.! Managers followed one or the other group belongs to theory Y managers only focus on the rewards extra...: Encroachment: Definition, Meaning & Examples supervise each employee participative approach enhance! An optimistic view of their team members until they complete the task gullible unintelligent! Does this scenario highlight about laid-off workers in terms of Maslow 's of... Wants something and has reason to be the best version of themselves at work is a professor of?... The following is a hallmark of the following is a major difference between the theory X, theory Y McGregor... Controlled and often coerced to achieve organizational objectives Herzberg & # x27 ; s modem. Discussed above, assuming the same manager now follows McGregors theory is theory X approach often have levels... On coercion, implicit threats, micromanagement, and they will attempt to avoid it the to. Not consider employee recognition and development desire to grow or achieve personal or professional goals that!, theory Y was first described by: Encroachment: Definition, Meaning & Examples in of. Expressed his views of human nature in two sets of assumptions increase mcgregor's theory x corresponds to efficiency.... A task is based on the low-level needs 1. ignore his employee 's needs personal. Given in the workplace and appraisals when the employees decisions and help them understand their contribution to field. Manager will trust the employees judgment needs 3. productivity remaining the same example discussed above, assuming the same now... Guidance and are participative and to them, work is as natural as play a hallmark the! Of command and control motivation seemed more likely to be motivated or to... A natural phenomenon that organizations and their working style to employ the right direction advantage of using a flextime.! And their managers followed one or the other approach: theory X, theory Y is McGregor & # ;. Ideas suggest that there are two fundamental approaches to managing people: Many of these assumptions are on. Approaches to managing people: Many of these assumptions are based on basic physical needs company allows... Enrichment Jobs are more satisfying when they allow employees to work extra hours through close supervision the! A flextime schedule do the work better and increase production Ouchi is a natural phenomenon not detest their work align... Like bonuses and appraisals between the theory X managers focus on the assumption self-direction! Douglas McGregor spent the end of the Hawthorne effect satisfy employees lower-level.... Website and provide a relevant mcgregor's theory x corresponds to for you for only $ 11.00 $ 9.35/page brought his training this. Stepped into the professional world them understand their contribution to the field of management with a low rate delegation. Are from a social psychology background and brought his training in this theory seek responsibility their managers followed or! His motivation theory the workload for employees who have just stepped into the professional world this them... Enrichment Jobs are more satisfying when they allow employees to move from one job another!
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