She notices that new employees become bored after about six months on the job. McGregor believed that a managers assumptions about their employees determined their leadership style in the workplace. Workers are often micromanaged and have very little autonomy in the organization. However, if the employees behavior does not change, it is time to change tactics. 4. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. Theory X and Theory Y: Which Enhances the Staffs Performance Better? It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. They led managers to believe that it is impossible to understand workers' needs, beliefs, and expectations. Most people are not ambitious, have little desire for responsibility, and prefer to be directed. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. It is the managers responsibility to identify team members requirements and select the right management style. Workers do not have a desire to grow or achieve personal or professional goals. Many workplaces originally utilized Theory X, which believes that employees are lazy and unproductive. 2. her subordinates avoid responsibilities. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. D. An example of job enlargement 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. Read this article to learn about McGregor's Theory of 'X' and Theory 'Y'. 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? Wed love your input. Which of the following is a hallmark of the Hawthorne effect? 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. 3. the equity theory. The theory can lead to managers becoming lazy, as they can delegate and decentralize all work to their subordinates in the name of transferring authority. D. Herz berg's motivational factors. 3. 4. 2022. Theory Z Did you have an idea for improving this content? 1. esteem 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. Some employees may become sluggish when given the authority to work as per their convenience. needs, while Theory Y managers address Maslow's high- "Maslow's Hierarchy and McGregor's X and Y Theory." In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. 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. 5. The instructor is responsible for actively sharing their knowledge with the students. If the previous management style is not working out, it is best to change it for better results. McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. McGregor's XY Theory of Management - The Simplest explanation ever.McGregor's Theory of Management is one of the fundamental motivational theories management. In his book, The Human Side of Enterprise, he outlined a new role . Theory X This is an incorrect collective assumption. Managers follow their team members until they complete the task. Rosalyn is a social media manager. 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. Theory Y. People will be self-directed and creative to meet their work and organizational objectives if they are committed to them. 3. 3. a compressed workweek. Only an authoritative/centralized approach can help motivate such employees. All Rights Reserved. 4. Which of the following is a major difference between the Theory X and Theory Y views of management? 4. If Theory Y holds true, an organization can apply the followingprinciples of scientific management to improve employee motivation: If properly implemented, such an environment canincrease and continually fuelmotivation as employees work to satisfy their higher-level personal needs through their jobs. Herzberg's hygiene factors. This website uses cookies to improve your experience while you navigate through the website. 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. Workers dislike their jobs and they are inherently lazy. 1. 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. 2. As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. It contains assumptions that he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. 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. 10+ million students use Quizplus to study and prepare for their homework, quizzes and exams through 20m+ questions in 300k quizzes. Motivation In terms of incentives, Theory X relies heavily on extrinsic motivations, that is, for people to achieve better performance if they make use of rewards and punishmentsthe famous metaphor of the Carrot and the Stick. 4. micromanaging employees. Identifying the issue causing the work to suffer will help the manager analyze individual employee needs better. 1. esteem needs Effort in work is as natural as work and play. 1. 3. security Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. 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. 5. 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. Decentralization is the right way to motivate employees to complete tasks. Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. 3. productivity remaining the same despite an increase in efficiency The manager will trust the employees decisions and help them understand their contribution to the company. Theory Y does no better than Theory X. 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. 1. serves customers better by allowing more coverage of customers over longer hours. It is not necessary to threaten students with lower grades; they are not naturally lazy. Therefore, not only can leadership style be situational, but so can motivation. 2. when a company shortens the work hours through the week to avoid layoffs. . 3. uses workstations and facilities better by staggering employee use. (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. 2. increase in productivity regardless of physical conditions (2022, May 11). 4. extrinsic motivation However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. 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. McGregor's Theory X corresponds to: A. the traditional view of management. 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? You are free to use it for research and reference purposes in order to write your own paper; however, you According to Maslow's hierarchy, Aaron will strive to satisfy esteem needs next. Consider the same example discussed above, assuming the same manager now follows McGregors Theory Y of motivation and believes in decentralization. 5. physiological needs, Aaron has satisfied his physiological needs as well as his security needs. student. Your email address will not be published. McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and may initially need tighter controlsthat can be relaxed as the employee develops. 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. Allowing some employees to work at home part-time is: Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. 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