Theory x and y. What is theory X and theory Y? definition and meaning 2019-01-31

Theory X and Theory Y

One wonders if the idea was not considered strong enough to stand alone with a completely new name. In view of the drawbacks of theory-X, McGregor developed an alternative theory of human behavior called Theory-Y. But there will still be many situations in which the more controlled and formalized organization is desirable. Never threaten or go over their heads if you are dissatisfied or you'll be in big trouble afterwards and life will be a lot more difficult. On the other hand, if you also have a product assembly line or some other repetitive-task arena, it is likely that the employees in that setting are not particularly driven on their own. Theory Y gives management no easy excuses for failure.

Differences Between Theory X and Theory Y

The Theory Y assumptions would suggest that they should have been more motivated. On the other hand, managers use theory Y produces better performance and results and allows people to grow and develop. Businessballs is a free ethical learning and development resource for people and organizations. McGregor's work was rooted in motivation theory alongside the works of , who created the. They have been applied to decision-making practices rather than to further the conclusions of research work.

Motivation

Taken too literally, Theories X and Y seem to represent unrealistic extremes. Theory X To get started, we are going to take a look at the basic ideas behind Theory X. Therefore, in this theory of motivation, it is incumbent on the manager or supervisor to play a hands on role in day to day activities. For example, the managers at Akron worked in a formalized organization setting with relatively little participation in decision making, and yet they were highly motivated. It may further be noted that it is rare that Theory X or Theory Y are used in its pure form. After reading you will understand the background and the practical basics of these leadership styles.

What is THEORY X AND Y? definition of THEORY X AND Y (Psychology Dictionary)

The problem of achieving a fit among task, organization, and people is something we know less about. It is hypothesized that these presumptions are self-fulfilling: Employees who are subjected to Theory X management will operate in a lazy and untrustworthy way, whereas those who are subjected to Theory Y management and are given a workplace which facilitates psychological will demonstrate and drive. Stalker, The Management of Innovation London, Tavistock Publications, 1961 ; Harold J. Since, as we indicated earlier, our primary concern in this study was to link the fit between organization and task with individual motivation to perform effectively, we devised a two-part test to measure the sense of competence motivation of the individuals at both sites. Work Dislikes work Work is natural Ambition Little to no ambition Highly ambitious Responsibility Avoids responsibility. Theory Y has its fundamental concern on the satisfaction of employees. They were created by while he was working at the in the 1950s, and developed further in the 1960s.

Differences Between Theory X and Theory Y

It is management's main task in such a system to maximise that commitment. Once those needs have been satisfied, the motivation is gone. Two of these performed the relatively certain task of manufacturing standardized containers on high-speed, automated production lines. But, first, we had to define what kinds of organizational characteristics would determine how appropriate the organization was to the particular task. It contains assumptions which he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. This has important implications for management theory and practice.

Beyond Theory Y

A Theory X employer is in , whereas a Theory Y employer is participative and democratic. These are two opposing perceptions about how people view human behaviour at work and organisational life. In arguing for an approach which emphasizes the fit among task, organization, and people, we are putting to rest the question of which organizational approach—the classical or the participative—is best. Rather, the real satisfaction of this need is in the successful performance itself, with no diminishing of the motivation as one goal is reached. Principle of theory Y The central principle of Theory Y is that of integration: individuals can achieve their own goals by also focusing their efforts on the objectives of the organization they work for.

Reading: Douglas McGregor’s Theory X and Theory Y

Theory-Y assumptions are: 1 physical and mental effort are natural and most people depending on the work environment find work to be a source of , 2 they generally, on their own , self-control, self-direction, , and ingenuity in pursuit of and collective company goals, 3 they either seek responsibility or learn to accept it willingly, and that 4 their full potential is not tapped in most organizations. However, because there is no optimal way for a manager to choose between adopting either Theory X or Theory Y, it is likely that a manager will need to adopt both approaches depending on the evolving circumstances and levels of internal and external locus of control throughout the workplace. Values, beliefs, and customs differ from country to country and group to group, but all people have similar needs. This might apply if you have a department which is focused on being creative, such as your marketing team. First, each organization fit very well the requirements of its task.

Beyond Theory Y

What are your success factors for the good leadership? There is no need for the system that involves rewards and punishments. He summarized the findings of the Hawthorn experiment by introducing both theory X and theory Y. User assumes all risk of use, damage, or injury. Generally speaking, employees do not enjoy working for this type of company. Nature of Management Style Theory X is an authoritative management style. Such an organization need not be coercive or punitive. Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation.

Differences Between Theory X and Theory Y

Definition of Theory Y Theory Y is a modern approach on motivation, put forward by McGregor. In comparison to Theory X, Theory Y incorporates a pseudo-democratic environment to the workforce. Consequently, the only way that employees can attempt to satisfy higher level needs at work is to seek more compensation, so it is quite predictable that they will focus on monetary rewards. Motivation implies the act of stimulating or inspiring subordinates to pursue the desired course of action. . Since feelings of competence are thus reinforced by successful performance, they can be a more consistent and reliable motivator than salary and benefits. People around here do produce, and produce under relaxed conditions.

Beyond Theory Y

McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and therefore may need tighter controls that can be relaxed as the employee develops. External control and the threat of punishment are not the only means for bringing about efforts towards. Solutions Empxtrack offer solutions for talent management. They don't have to be forced or threatened. Theory Y invites renewal processes and motivation can be traced back to the style of leadership. It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy.