3. security May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. 2. He established the two contrasting theories to understand a managers beliefs regarding employee motivation and its effect on management style. 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. It is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. 4. McGregor's Theory Y perspective. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". (2022, May 11). Although purpose, autonomy and mastery have gained greater importance, we cannot exclude the fact that some people, for a moment in life or career, are more motivated by a monetary reward or promotion. Therefore most people must be forced with the threat of punishment to work towards organisational objectives. Some employees require guidance and are not comfortable with undefined working boundaries. He referred to these opposing motivational methods as Theory X and Theory Y management. Theory X is an authoritarian style of management that assumes employees want to be . 1. The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. It allows two people to do one job. 3. the equity theory. Abraham Maslow on the other hand developed the hierarchy of needs of a human being. 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. McGregor has ignored this aspect of human behaviour. Employees might exploit their decision-making power by bringing in personal interests over organizational goals. 1. McGregors Theory X and Theory Y explained. 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. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. Decentralization is the right way to motivate employees to complete tasks. McGregor makes the point that a command-and-control environment is not effective because it relies on lower needs for motivation, but in modern society those needs are mostly satisfied and thus are no longer motivating. 1. a flexible scheduling strategy. Theory X is a traditional model of motivation and management. 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. conditions to increase productivity. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. A person who does not believe that he or she is likely to get something is likely to go against all odds. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. But what does it mean in practice? By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. This theory contradicts Theory X; in this approach, managers believe that control does not motivate employees. McGregor's Theory X and Theory Y. McGregor created Theory X and Theory Y of human work motivation and explained two styles of management known as authoritarian (Theory X) and participative (Theory Y). Theory Z These cookies do not store any personal information. Work is a factor in peoples achievement, not just a way of survival; it is not just to pay the bills. 4. The commitment to complete a task is based on the rewards. Do you want to contribute to the future growth of Management 3.0? 4. Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. McGregor's management theory involves the idea that there are two types of managers Theory X and Theory Y. McGregor showedat a time when labor-management relations were becoming more adversarialthat there was another way to view workers and leadership. 1. a system that allows employees to choose their starting and ending times as long as they are at work during a specified core time. The X-Y. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. 2022. 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? W. L. Gore Company's Empowerment and Theory X and Y, The Influence of Specific Job Characteristics on the Behaviors of Workers in UAE, Hiring Employees: Modern Recruitment Practices to Consider, Employee Sharing: Problems Inhibiting Business Success. needs, while Theory Y managers address Maslow's high- The use of this material is free for self-development, developing others, research, and organizational improvement. What is the rationale behind job enlargement strategies? McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). 1. recognition In his book, The Human Side of Enterprise, he outlined a new role . McGregor's Theory X 2. Operant conditioning Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. 5 What was the ultimate result of the Hawthorne studies? 4. job enrichment Each week she schedules posts for Instagram and Facebook and reports engagement data to her manager. 4. job rotation. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls essentially an environment of command and control. 5. 3. a compressed workweek. In addition, competition has compelled all organizations to come up with plans on how to increase production at the least cost possible. This website uses cookies to improve your experience while you navigate through the website. Provide effective, supportive and non-intrusive supervision. McGregor's Theory X corresponds to: A. the traditional view of management. "Maslow's Hierarchy and McGregor's X and Y Theory." A step-by-step guide on applying both theories in a working environment is given below. Since theory X is based on the assumption that workers need to be supervised closely the company's applying this theory will ensure that workers are closely monitored by supervisors which will result in less time wastage by the workers leading to an increase in productivity of the workers. Each assumes that the managers role is to organize resources, including people, to best benefit the company. Maslow indicated that when a need is not satisfied, then it needs motivation. IvyPanda. Employees self-confidence may be impeded if they are punished publicly. Herzberg's two-factor theory. Identify which of McGregor's Theory X or Theory Y corresponds with the following statement: 1. Douglas McGregor expressed his views of human nature in two sets of assumptions. 5. are not intrinsically motivated. The theory assumes that employees are lazy and cannot make decisions. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. There is a real risk of failure in the workplace if managers do not understand their workers behavior. D. Herzberg's motivational factors. 2. 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. 3. 5. job enlargement. Motivation and Engagement is an essential part: You will learn how engagement relates to motivation, get introduced to difference between intrinsic and extrinsic motivation and get to know the CHAMPFROGS model, the ten motivators and how to use the Moving Motivator Cards to learn about individual motivators of people. 1. job sharing. 1. 5. These cookies will be stored in your browser only with your consent. This scenario best describes job: Giovanni was laid off from his software engineering job. It reduces security risks. 5. McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. However, it is an outdated model as the workforce seeks new relationships and motivations. 2. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. 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. This is an example of flextime. 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. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. Douglas McGregor influenced the study of motivation with his formulation of two contrasting sets of assumptions about human naturedesignated Theory X and Theory Y. Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. Theory X advanced the view that human beings have an innate dislike for work. Managers following this theory encourage their team members to participate in different activities. But opting out of some of these cookies may have an effect on your browsing experience. ________ is the difference between a desired state and an actual state. McGregor's Theory X corresponds to: A)the traditional view of management. Sadly these cookies aren't the yummy kind, but the kind that help improve your website experience. We are hiring! 5. the average worker prefers to be directed. Your email address will not be published. They led to the belief that nothing will motivate workers who 2. 5. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. You are free to use it for research and reference purposes in order to write your own paper; however, you 1. If the previous management style is not working out, it is best to change it for better results. It contains assumptions that he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. 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. B. the humanistic view of management. Managers follow their team members until they complete the task. How can managers avoid equity problems? Theory Y managers believe that the average worker prefers to be directed, while Theory X managers believe that people will exercise self-direction and self-control to achieve objectives to which they are committed. B. the humanistic view of management. 5. intrinsic need. 5. ideal for all companies. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? Mcgregor influenced the study of motivation and better than his coworkers cookies may have an innate dislike for work is... Likely to get something is likely to go against all odds website uses to! Undefined working boundaries the hierarchy of needs of a human being and control, and tight controls essentially an of. Is based on the rewards better than his coworkers role is to organize resources, including,. Two sets of assumptions about human naturedesignated Theory X is a factor peoples! People will be committed to their quality and productivity objectives if rewards are place. 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