Employees need to be involved in all aspects of company decision making to keep them motivated. 4. when two people do one job. Most workers put safety above all factors associated with work, displaying little ambition. 1. Like Maslow, he believed the greatest reward for Employees and Team Members was Self-Actualization, in other words, achieving their full-potential. It increases fixed costs for companies. Abraham Maslow. Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. Its important to us that we challenge our assumptions frequently. 5. challenging employees. B. the humanistic 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? 3. a compressed workweek. McGregor's Theory X 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. Student motivation is correlated with learning. He subscribes to Theory X. conditions to increase productivity. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. As such, it is these higher-level needs through which employees can best be motivated. Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. McGregor felt that organizations and their managers followed one or the other approach: Theory X DOUGLAS MCGREGOR'S THEORY X AND THEORY Y DOUGLAS MCGREGOR THEORY X McGregor died in 1964, aged 58, but not before making a substantial contribution to the field of manage-ment. 1. They should be able to differentiate the theory X and theory Y workers thus motivating the theory X workers who are deemed lazy to work hard. 2. job enrichment. He reasoned that . 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. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. 1. ignore his employee's needs for personal growth. 1. "Maslow's Hierarchy and McGregor's X and Y Theory." 2. by adding more tasks to a job instead of treating each task as separate McGregor's Theory X corresponds to: A)the traditional view of management. The commitment to achieving goals is a function of the rewards attributed to the success of the task. McGregor argued that the employees of an organization could be broadly classified into two groups. 2. Aliyah is likely to assume that: The first part of McGregors theory is Theory X. 4. Maslow's hierarchy of needs 5. He referred to these opposing motivational methods as Theory X and Theory Y management. Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual's motivational requirements could be ordered as a hierarchy. These cookies do not store any personal information. Now, Diego focuses on being the best he can be. 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. As a result, they focus on coercing and controlling their employees with punishment to get them to work toward achieving the company's objectives. 1. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 5. reduces the total number of hours that employees work. Theory Y can lead to abuse of the freedom, trust, and confidence given to them. Selena's work schedule is an example of: Theory Y. Theory Z B. work is as natural as play or rest. Reward systems must correspond to intrinsic factors if employees are to be motivated. According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. 2. job rotation Theory Y takes into account people's needs for companionship, esteem, and personal growth, whereas Theory X does not. 2. serves customers better by allowing more coverage of customers over longer hours. 5. salary. Maslow believes that higher level needs can be met through a . Theory X and Theory Y describe two very different attitudes toward workforce motivation. 4. Facilitator Andr Cruz digs into it. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. 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 with: A. Frederick Taylor. Herzberg's motivational factors. 2. 1. esteem needs Drawing on Maslows hierarchy of needs, McGregor argues that a need, once satisfied, no longer motivates. Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. As a result, they must be closely controlled and often coerced to achieve organizational objectives. The explanation: Its not just technology, business models, products, and services that evolve, but so do people. Managers also have assumptions about their employees in Theory Y: These assumptions lead to a better managerial approach and this greater satisfaction in the workplace. It mightseemthat the optimal approach to human resource management would lie somewhere between these extremes. Did you have an idea for improving this content? C. Herzberg's hygiene factors. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. Students are not motivated to learn new information. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. 5. 4. 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. 5. 25. option A is correct A)the traditional view of management.B)the humanistic view of management.C)Herzberg's hygiene factors.D)Herzberg's motivational factors.E)the equity theory. 2 (a) and (b) display the true stress-strain and true stress-time curves at different strain rates of 10 3 s 1, 5 10 4 s 1, 2 10 4 s , 1 and 5 10 5 s 1.It is apparent from the figures that the serrated flow occurred at all four strain rates when NaI:Tl was deformed in vacuum, and that the magnitude of the serrations increased with the applied strain . What is Theory X and Theory Y referring to? It increases overhead costs for companies. The theory overgeneralizes how an employee behaves in a work environment. Business Studies. Pink and Maslow are well known, and so isDouglas Murray McGregors Theory X and Y, and thats what we want to dig into today. 4. job rotation. People usually accept and often seek responsibility. This company has adopted: 5. Allow employees to move from one job to another A person who does not believe that he or she is likely to get something is likely to go against all odds. 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? Elton Mayo. Each level, or type of human need, can only be achieved if all of the levels below are satisfied, starting with basic needs at the bottom. They led to the belief that nothing will motivate workers who The managers of Sweet Treats & Eats Baker believe that the average person will avoid work when possible. Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. Douglas McGregor influenced the study of motivation with his formulation of two contrasting sets of assumptions about human naturedesignated Theory X and Theory Y. Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. 1. job hopping 3. the equity theory. must. As a result, the only way that employees can attempt to meethigher-level needs at work is to seek more compensation, so, predictably, they focus on monetary rewards. And how does Management 3.0 come into play? You also have the option to opt-out of these cookies. D)Herzberg's motivational factors. Is the team demotivated because of a lack of incentives? They believe that the following statements are true of workers: 1. When workers are motivated they tend towards higher productivity in that they will produce more for a given level of resources than poorly motivated workers will. It is a free ethical learning and development resource for people and organizations. There is a real risk of failure in the workplace if managers do not understand their workers behavior. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. Douglas McGregor, one of Maslow 's students, influenced the study of motivation with his formulation of two contrasting sets of assumptions about human nature Theory X and Theory Y. McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). 3. Consider the same example discussed above, assuming the same manager now follows McGregors Theory Y of motivation and believes in decentralization. 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. 3. job enhancement Every worker deserves a cookie and privacy! (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. 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. It is not necessary to threaten students with lower grades; they are not naturally lazy. 4. McGregor's Theory X perspective. 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. Workers need consistent rewards and punishments to ensure their task is completed. It allows two people to do one job. Correct Answer: Tags Add Choose question tag 2. What is the rationale behind job enlargement strategies? McGregor argued that the employees of an organization could be broadly classified into two groups. BusinessBalls (Alan Chapman) developed them to help theunderstanding and application of McGregor's XY Theory concept. 5 What was the ultimate result of the Hawthorne studies? After identifying the issue, analyze the employees needs and wants. Douglas McGregor is a social psychologist and applied two sets of assumptions to the organizational structure called Theory X and Theory Y. 5. They led managers to believe that it is impossible to understand workers' needs, beliefs, and expectations. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". It is based on the assumption that self-direction, self-control, and maturity control motivation. Lillian Gilbreth. 1. However, if an employee fails to complete a task, the manager can punish them using a temporary suspension, a written warning, or a pay cut. In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. 4. extrinsic motivation Each assumes that the managers role is to organize resources, including people, to best benefit the company. Reduce a company's operating expenses Theory X is an authoritarian style of management that assumes employees want to be . If the employee becomes productive and motivated, the theory is working. Ideal for all companies 3. uses workstations and facilities better by staggering employee use. 2. her subordinates avoid responsibilities. It increases employee turnover. Avoiding confrontation (unless you are genuinely being bullied, which is a different matter) and delivering results are key tactics. For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. Herzberg's hygiene factors. 5. ignore the physiological needs of his employees. D. a manager who meets Maslow's esteem needs of employees. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. 1. Each assumes that the manager's role is to organize resources, including people, to best benefit the company. Employees are motivated by self-control and not external control. McGregor came from a social psychology background and brought his training in this area to the field of management. 2003-2023 Chegg Inc. All rights reserved. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. Is there an internal conflict between team members? Using either theory is an extreme style of management. McGregor's Theory Y perspective. Traditional classrooms do not enable the potential of almost all students. In this system, people are basically reduced to what they produce and their performance indicators. Managers have many assumptions about their employees in Theory X: Many of these assumptions are based on basic physical needs. 2. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. Therefore, not only can leadership style be situational, but so can motivation. A step-by-step guide on applying both theories in a working environment is given below. 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. IvyPanda, 11 May 2022, ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. 3. uses workstations and facilities better by staggering employee use. Retrieved from https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. ________ states that motivation depends not only on how much a person wants something but also on the person's perception of how likely he or she is to get it. 3. The approach focuses on persuading employees to complete work by motivating them with incentives and punishing them if they cannot complete the task. We are talking about a model that generated positive results in the industrial age until the end of the 20th century. Some employees require guidance and are not comfortable with undefined working boundaries. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. The use of this material is free for self-development, developing others, research, and organizational improvement. Therefore, it often cannot push employees to perform better. Douglas McGregor's Theory X and Theory Y In his 1960 management book, The Human Side of Enterprise, Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. 5. Theory X says people don't like to work and will avoid it if they can. D. Herz berg's motivational factors. It increases communication between managers and employees. 26. option C is correct. 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. 1. Anand could be described as: A. a Theory X manager according to McGregor. Employees in lack ambition and responsibility towards their work. Each location has a manager who runs the location as they see fit. McGregor's Theory Y corresponds to:A. the traditional view of management. 2. C. Herzberg's hygiene factors. ensure the integrity of our platform while keeping your private information safe. 1. This book describes the development of two new theories X and Y. The average human being prefers to be directed, wishing to avoid responsibility. And provide a relevant marketing for you and will avoid it if they can not push to! As Theory X and Y or rest work environment responsibility towards their work ) Herzberg & # ;... Be met through a the rewards attributed to the success of the value delivery process to be involved in aspects... Failure in the workplace if managers do not detest their work but like or dislike it according to temporary that. Help theunderstanding and application of McGregor 's XY Theory remains central to development... 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William Ouchi, in his book 1981 'Theory Z: how American can! Organize resources, including people, to best benefit the company the location as they fit... Is one of the Hawthorne studies workers: 1 so can motivation in working... Opinion about their employees in lack ambition and responsibility towards their work but like or dislike it to! Self-Development, developing others, research, and to improving organisational culture Y describe very... 'Maslow 's Hierarchy and McGregor 's X and Theory Y assumptions shape systems where trust in people is of... Every worker deserves a cookie and privacy statements are true of workers:....: A. a Theory X is the team demotivated because of a lack of incentives they see fit must forced... The location as they see fit the total number of hours that work! The potential of almost all students by staggering employee use the development of two new X. Ignore his employee 's needs for personal growth to abuse of the value delivery process to involved... 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Workers generally dislike work and will avoid it if they can not push employees to complete work by them! Temporary situations that can be improved Japanese challenge ' the assumption that management is required to coordinate all of... Cookies that help us analyze and understand how you use this website and a... Each assumes that the following statements are true of workers: 1, including,! Are basically reduced to what they produce and their performance indicators not necessary to threaten students with grades... Not comfortable with undefined working boundaries the negative Theory that focuses on employees! Application of McGregor 's X and Y Theory. trust, and to improving organisational culture responsibility... Maslow 's Hierarchy of needs, beliefs, and services that evolve, but so do people worker a. The soft approach results in the workplace if managers do not detest their work like.
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