People will be self-directed to meet their work objectives if they are committed to them. British Gas has an Academy to train and support new employees. This article describes the McGregor Theory X and Theory Y of. Theory X Theory X assumes that the average person: Dislikes work and attempts to avoid it. If properly implemented, such an environment can increase and continually fuel motivation as employees work to satisfy their higher-level personal needs through their jobs. Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization.
He helped create its Industrial Relations Section. Popular Verdict on Theory Y People tend to interpret Theory Y as a positive set of assumptions about workers. Implications of Theory X and Theory Y Quite a few organizations use Theory X today. This need we may call self-actualization. Understanding the Theories Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team: If you believe that team members dislike work,. What humans can be, they must be.
Such a person will hunger for relations with people in general for a place in the group or family-and will strive with great intensity to achieve this goal. McGregor named these assumptions as Theory X and Theory This essay would examine the pros and cons of this theory of employee motivation, followed by writer 's opinion. When not sitting, he was invariably jangling keys and coins in his pockets. There is usually a blend of each with a tendency to lean towards one or the other. They helped to develop and refocus training facilities to handle the extra training equipment in recruiting. How to cite this article: Mulder, P. In fact, he can even learn to obtain responsibility.
The result of this line of thought is that Theory X managers naturally adopt a more authoritarian style, with focus on meting out punishments to defaulters. The use of Haylett in a low inflation environment. He avoided descriptive labels and simply called the theories Theory X and Theory Y. It is a difficult task to exploit work from these employees, and manager plays a significant role in order to handle and manage them to achieve the company's goal. Instead, if given the opportunity, employees will display self-motivation to put forth the effort necessary to achieve the organization's goals. McGregor Theory X and Theory Y. The employees have skills and capabilities.
Theory-X and Theory-Y Management Application-Business Implications for. In this situation, one would expect employees to dislike their work, avoid responsibility, have no interest in organizational goals, resist change, etc. McGregor died, aged 58, in Massachusetts. It has changed an entire concept of Organizational man and replaced it with a new paradigm that stressed human potential and emphasized human growth. Index equals to 213,000 in column L minus R174,000 in column L over R174,000 multiplied by 100 plus 100 a base index number in column M which represents a base period.
Most employees including managers fall somewhere in between these poles. Theory Y assumes that people are inherently happy to work , they want to exert themselves and they are motivated to pursue objectives. In addition to their preference for a certain leadership style and the work that has to be done, a manager will either opt for Theory X or Theory Y. Fisher, Kimball,1999, Leading Self-Directed Work Teams, A Guide to Developing New Team Leadership Skills. They have become so as a result of experience in organizations. Such employees are innately motivated Douglas McGregor: Theory X and Theory Y, 2015. Theory X and Theory Y are often studied as a prelude to developing greater understanding of more recent management concepts, such as job enrichment, the job-characteristics model, and self-managed work teams.
The Psychology of Conflict and Conflict Management in Organizations. The human side of enterprise. It also assumes that close supervision and the threat of punishment are not the only means or even the best means for inducing employees to exert productive effort. Managers who accept theory-X assumptions have a tendency to structure, control and closely supervise their employees. Such employees are externally motivated they require an outside force to compel them to perform their duties Theory X and Theory Y: Understanding Team Member Motivation, 2016. You can also find us on , and.
Seek and accept responsibility and do not need much direction. Douglas McGregor expressed his views of human nature in two sets of assumptions. Others suggested that Theory Y was not always more effective than Theory X, but that the contingencies of each managerial situation determined which of the approaches was more appropriate. They will also avoid taking responsibility and initiative. Therefore, the system of rewards and punishments works best for them. In it he basically: a Challenged the prevailing belief that workers are inherently lazy b He formulated two models, Theory X and Theory Y, based on his examination of the way people behave at workplace.
McGregor put forth these assumptions, which he believed could lead to more effective management of people in the organization, under the rubric of Theory Y. . Employees should be given opportunities to contribute to organizational well-being. Management's task was thus simply getting things done through other people. Other employees are never proud of their work. Theory Y assumptions, conversely, should lead to cooperative objectives designed with input from both employees and managers, resulting in a higher commitment by subordinates to accomplish these shared objectives. Thus theory-Y aims at the establishment of an environment in which employees can best achieve their personal goals by consulting, participating and communicating themselves to the objectives of the organization.