McGregor's Theory X corresponds to: A. the traditional view of management. What is Theory X and Theory Y referring to? C. a Theory Z manager according to Ouchi. 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. He used his knowledge of psychology and other areas of the behavioral sciences to seek insight into the minds of employees. 2. flextime. D. Elton Mayo. However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. Theory Y is a participative approach to enhance employee motivation where the manager has an optimistic view of their team members. Aliyah is likely to assume that: 4. job enrichment 1. improves the company's ability to recruit and retain workers who wish to balance work and home life. B)the humanistic view of management. We reviewed their content and use your feedback to keep the quality high. 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. 1. job sharing. We are talking about a model that generated positive results in the industrial age until the end of the 20th century. Employees prefer making decisions themselves and also solving problems creatively. 3. This book describes the development of two new theories X and Y. They believe that the following statements are true of workers: 1. Employees under this theory seek responsibility as motivational drivers. It is based on the assumption that self-direction, self-control, and maturity control motivation. IvyPanda. If the previous management style is not working out, it is best to change it for better results. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. Theory X and Theory Y were part of McGregor's philosophy of management, which represented a fundamental change in management thought and practice. Once a given level of needs is . 3. extrinsic reward Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. Hygiene factors of the two-factor theory 5. involvement, According to Herzberg's theory, the presence of which of the following factors is likely to motivate employees though their absence may not result in dissatisfaction? Once those needs have been satisfied, the motivation disappears. 1. The theory overgeneralizes how an employee behaves in a work environment. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/, IvyPanda. Maslows theory uses a pyramid to describe the different types of needs that need to be met. 4. the traditional view of management. Theory X managers focus on the high-level needs, while Theory Y managers focus on the low-level needs. Theory X advanced the view that human beings have an innate dislike for work. 2. job enrichment. He instills fear among employees by threatening to cancel bonuses if deadlines are not met. Necessary cookies are absolutely essential for the website to function properly. 3. workers are not capable of self-control. 2. her subordinates avoid responsibilities. This coursework on Maslows Hierarchy and McGregors X and Y Theory was written and submitted by your fellow The capacity for creativity spreads throughout organizations. 26. option C is correct. 2. McGregors X and Y Theories was developed by social psychologist Douglas McGregor in the 1960s. One day, she decides to compare the company's engagement data against the company's top competitor and shares the insights with her boss. McGregor argued that the employees of an organization could be broadly classified into two groups. are not intrinsically motivated. 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. By clicking Accept, you consent to the use of ALL the cookies. 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. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. B. the humanistic view of management. Instead of punishing the employee or associating a reward with work, the manager will allow them to collaborate with others and find solutions that fulfill the team members self-actualization, self-esteem, and social needs. 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. 4. the average worker has little ambition. 5. McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. 4. increase in productivity as pay increased According to Maslow's hierarchy, Aaron will strive to satisfy esteem needs next. 5. intrinsic need. A problem Do you want to contribute to the future growth of Management 3.0? 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. 5. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . 5. reduces the total number of hours that employees work. T or F, According to the classical theory of motivation, intrinsic McGregor and Maslow hierarchy. 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? They are popularly known as 'Theory X' and 'Theory Y'. 4. when two people do one job. Each assumes that the managers role is to organize resources, including people, to best benefit the company. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. 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). T or F. A compressed workweek is: The financial incentive does not motivate all employees. Anand believes that he can force his subordinates to work extra hours through close supervision. B. the humanistic view of management.C. 5. the average worker prefers to be directed. All Rights Reserved. Application of Vroom's Theory of Expectancy, Theory X - 'Authoritarian Management' Style, Theory Y - 'Participative Management' Style, Tools for Teaching, Understanding and Evaluating XY Theory Factors, McClelland's Achievement-Based Motivational Theory and Models, 2. Required fields are marked *. They led to companies providing better physical work 4. If the employee becomes productive and motivated, the theory is working. 4. McGregor's Theory X perspective. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. Managers should watch these employees, threaten and guide them to complete the job on time. Turn your workplace into a happy workplace! Employees are motivated by self-control and not external control. What was the ultimate result of the Hawthorne studies? Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. 1. 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. Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. Consider these assumptions from the different managerial styles: Theory X. A need McGregor's XY Theory remains central to organisational development, and to improving organisational culture. Students are not motivated to learn new information. 2. Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace. In his book, The Human Side of Enterprise, he outlined a new role . Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. Avoiding confrontation (unless you are genuinely being bullied, which is a different matter) and delivering results are key tactics. Most people can handle responsibility because creativity and ingenuity are common in the population. Douglas McGregor. According to managers who adopt McGregor's Theory X: A. people enjoy work. Only when these needs are met can people focus their attention on satisfying the next level of needs. This theory creates a negative environment that instills fear, underconfidence, and insecurity. 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. Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. 1. 4. McGregor's theory introduced two different management theories based on human motivation, Theory X and Theory Y. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. Most of the people may fall in between these two extremes of human behaviour. However, if the team members are self decision-makers and enjoy freedom and responsibility, managers should opt for a democratic management style. This demonstrates Olivia's morale. 2022. Workers are happy to contribute and feel internally satisfied. D. Herzberg's motivational factors.E. 5. reduces the total number of hours that employees work. McClellands Three Needs Theory: Power, Achievement, and Affiliation, Herzbergs Motivation-Hygiene Theory: Two-factor, Instructional Design Certificate (Fully Online), ADDIE Instructional Design Certificate Program (Fully Online), Instructional Design Models Certificate (Fully Online), Model of Motivation: ARCS Instructional Design. Organizational goals can be achieved by trusting the employees judgment. Freedom Clothing has several locations in Dallas and Houston. 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 . McGregors Theories allow managers to better understand their employees. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. These cookies will be stored in your browser only with your consent. The Theory X management style is based on a pessimistic view of human nature and assumes the following: The average person dislikes work and will avoid it if possible. conditions to increase productivity. It was inspired by Maslow's Hierarchy of Needs and its roots are also based in the Motivation Theory. Each location has a manager who runs the location as they see fit. McGregors Theory X and Theory Y explained. 3. The higher-level needs of esteem and self-actualization are ongoingneeds that, for most people, are never completely satisfied. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. ________ is the difference between a desired state and an actual state. C. Herzberg's hygiene factors. The use of this material is free for self-development, developing others, research, and organizational improvement. After employing a particular theory, monitor its performance. The capacity to use a high degree of imagination, ingenuity and creativity in solving organisational problems is widely (not narrowly) distributed among the population. Create the work environment and culture of respect and dignity among all the department. 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? About a model that generated positive results in the motivation disappears work extra through. 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