How to apply Theory X and Y in the workplace. Most human beings are not very fond of working and will avoid completing a task. 3. the average worker has little ambition. Behavior modification. Facilitator Andr Cruz digs into it. 4. the average worker has little ambition. 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- Herzberg's motivational factors. Workers do not have a desire to grow or achieve personal or professional goals. 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. T or F. A compressed workweek is: Hygiene factors of the two-factor theory It is unambitious, looking for safety above all else. This demonstrates Olivia's morale. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. Theory X In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. It allows two people to do one job. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". Therefore most people must be forced with the threat of punishment to work towards organisational objectives. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Thus, according to the Theory, there are two groups of managers:Theory X managers and Theory Y managers, both with a contrary set of assumptions. Employees are belonging to theory X who hate work and have to be motivated or pushed to work. You also have the option to opt-out of these cookies. Workers are often micromanaged and have very little autonomy in the organization. Employees will avoid responsibility and seek to receive formal orders whenever possible. Each location has a manager who runs the location as they see fit. Your privacy is extremely important to us. 1. job sharing. The hard approach results in hostility, purposely low output, and extreme union demands. The clothing retailer has achieved success by empowering its employees to make their own decisions and follow their passions. More than changes in organizational assumptions, HR must lead the change in organizational assumptions in favor of talent retention and a strong culture in terms of agility, creativity, and innovation. Employees need to be involved in all aspects of company decision making to keep them motivated. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? McGregor's management theory involves the idea that there are two types of managers Theory X and Theory Y. 2022. Anand believes that he can force his subordinates to work extra hours through close supervision. 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. 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. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. 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. He referred to these opposing motivational methods as Theory X and Theory Y management. He referred to these opposing motivational methods as Theory X and Theory Y management. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. C. Herzberg's hygiene factors. 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. She views her company favorably, and she enjoys working with her colleagues. 4. job enlargement. Frederick Taylor. Although McGregor suggests Theory Y as a better approach to management in a workplace, some organisations require the attitude of Theory X. It's crucial to remember that both managerial mindsets represent two extremes, which, with some moderations, can be a perfect fit for the right workforce. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. 2. self-actualization needs 5. a system that allows employees to choose to work part of a week from home. 4. trust his employees. E)the equity theory. D. workers must be forced to do their jobs. After employing a particular theory, monitor its performance. Theory Y. Is the team demotivated because of a lack of incentives? 5. intrinsic need. This book describes the development of two new theories X and Y. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. 1. job sharing. Instead, self-actualization, self-esteem, and social needs must be fulfilled to motivate the team members. professional specifically for you? Douglas McGregor work is established in motivation theory. Nathaniel Hawthorne. Morale. McGregor's 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. 3. a four-day or shorter period in which employees work 40 hours. Theory X is useful for less experienced employees who have just stepped into the professional world. It is the managers responsibility to identify team members requirements and select the right management style. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. Frederick Taylor vs. Douglas McGregor vs. Elton Mayo. The average person dislikes work and will avoid it if he/she can. All of the following are ways to retain good employees except: 1. 5. Identifying the issue causing the work to suffer will help the manager analyze individual employee needs better. 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? 2020-2023 Quizplus LLC. McGregor's Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Rosalyn's boss is so impressed, she asks Rosalyn to complete the competitor analysis once a week in addition to her other tasks. 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. 4. responsibility According to managers who adopt McGregor's Theory X: A. people enjoy work. A goal McGregor's Theory X corresponds to: A)the traditional view of management. B. the humanistic view of management. Theory X . 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. Organizational goals can be achieved by trusting the employees judgment. William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. 2. extrinsic need Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments . 2. 5. the average worker prefers to be directed. Guha is satisfying a physiological need. 5. D. Herz berg's motivational factors. Operations Management questions and answers, In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. Jobs are more satisfying when employees are provided with greater perks. Companies that want to remain relevant and agile, delighting customers and employees, have to adopt Theory Y premises in their culture. D. Elton Mayo. conditions to increase productivity. Business Studies. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. Esperanza oversees the production line at a car manufacturer. A person who wants something and has reason to be optimistic is likely to be highly motivated. Allow employees to move from one job to another 4. reduces driving in rush hour traffic. In industry, the intellectual potential of the average person is only partly utilised. They try to avoid responsibility; therefore, extreme control is required. 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. All of the following are benefits of this type of scheduling except it: 1. job rotation. By clicking Accept, you consent to the use of ALL the cookies. The test is a simple reflective tool, not a scientifically validated instrument; it's a learning aid and broad indicator. Theory X says people don't like to work and will avoid it if they can. Once those needs have been satisfied, the motivation disappears. 4. social needs ________ is the difference between a desired state and an actual state. 1. providing opportunities for employee growth The organizational culture is everyones responsibility, but HR must be the great driver and guardian of this new corporate environments values, principles, and assumptions that genuinely prioritize people. 5. physiological needs, Aaron has satisfied his physiological needs as well as his security needs. 1. workers will exercise self-direction and self-control. D)Herzberg's motivational factors. 5. the average worker prefers to be directed. Abraham Maslow. Theory Y takes into account people's needs for companionship, esteem, and personal growth, whereas Theory X does not. His theory is based on managerial views of human beings. 1. intrinsic reward McGregor's Theory Y 5. May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. 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. 5. Reward systems must correspond to intrinsic factors if employees are to be motivated. Motivation refers to doing something to entice an employee to attract his or her attention to do the work better and increase production. A need This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . Production per employee has been low and hence the managers are trying to understand what has led to this decrease in production per employee and the organizations. 4. 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. . We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. Elton Mayo. 5. the humanistic view of management. See also the article about Assertive Techniques and Self Confidence. Therefore, it often cannot push employees to perform better. Job sharing In his book, The Human Side of Enterprise, he outlined a new role . The first part of McGregors theory is Theory X. People will use work to satisfy their lower needs and seek to satisfy their higher needs during their leisure time. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. McGregor felt that organizations and their managers followed one or the other approach: Theory X Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . Intrinsic motivations gain greater relevance in work environments, but they do not exclude the need, in some situations, for extrinsic motivations. 3. McGregor's Theory Y corresponds to: 1. Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. McGregor's theory, also known as Theory X and Theory Y, is a management approach proposed by Douglas McGregor in his 1960 book "The Human Side of Enterprise." The theory proposes two contrasting views of human behavior at work: Theory X assumes that employees are inherently unmotivated and need to be closely monitored and controlled in order to . Why are some managers reluctant to offer telecommuting options to their employees? Not all employees can work in strict and controlled environments; it can decrease productivity. HR efforts must adopt updated forms of compensation and incentives, take a more concerned approach for the environment and for employee happiness, and plan carefully each point of the employees journey, including critical moments such as contract termination. They marked the beginning of a concern for human relations in the workplace. 5 What was the ultimate result of the Hawthorne studies? 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