Theory X works on the belief that employees are lazy and need to be micromanaged. We recommend using a Because of this, a Theory X approach may be necessary although I believe it's best to give people the benefit of the doubt and go with a more empowering approach to begin with. [4] The workplace lacks unvarying rules and practices, which could potentially be detrimental to the quality standards of the product and strict guidelines of a given company. A variation on this theme is the concept of situational leadership, which advocates using different styles of management in different circumstances. Since workers are given much more time to receive training, rotate through jobs, and master the intricacies of the companys operations, promotions tend to be slower. Lucidchart makes it easy to share processes, information, and ideas with a team from a single centralized location. His ideas gained most of their momentum in the 1960s, when the American and Western workforce was at a crucial transition from factory work of the Industrial Revolution to more collaborative technology-centered teamwork, aided no doubt by the Womens Labor Movement and the dawn of computing technology. This paper addresses both theories X and Y of Mc Gregor in economic crisis, where X is the one that might get the poor results focusing on instrumental, physiological values comparing to theory Y where managers are effective . 147 lessons The Theory Y managers believe their role is to help develop an employee's potential so that s/he can work towards common organizational goals. Leaders who rely on reward power develop followers who are very measured in their responses to [what? Empirical evidence concerning the validity of Theory X and Theory Y, however, was mixed. However, high-involvement organizations frequently encourage their formal and informal leaders to exercise the full set of management roles. Make team leaders aware of the negative consequences of the Theory X management style and the positive consequences of the Theory Y management style. A crisis could also demand more control and thus, this theory can come in handy. 22nd International Command and Control Research and technology Symposium (ICCRTS). job satisfaction is primarily related to higher-order needs. This leader behavior is recommended when decision-making time is limited, when tasks are routine, or when organizational members have sufficient expertise to determine appropriate role behaviors. Humanistic psychologist Abraham Maslow, upon whose work McGregor drew for Theories X and Y, In short, he studied heavily how our beliefs shape our behavior and thus how that behavior shapes the behavior of those around us. It helped me pass my exam and the test questions are very similar to the practice quizzes on Study.com. It mightseemthat the optimal approach to human resource management would lie somewhere between these extremes. It is also used in unskilled labor organizations or production firms. Practically all managers act as formal leaders as part of their assigned role. They also dislike change and tend to resist it at all costs. McGregor cautioned both types of managers against what he called self-fulfilling prophecies, whereby an employee will act just as the manager assumed he or she would due to the manager's own actions and behaviors. These theories have become the reference point for various approaches to the issues of human resource administration and organisation. Overall leader effectiveness will be higher when people follow because they want to follow. The role of the Theory X manager is to coerce and control employees to work towards organizational goals. most employees know more about their job than the bossd. This suggests that a leader may use and employ power in a variety of ways. Studies have shown that the Theory X style of management results in tight control, strict policies, and a punishment and rewards system that reinforces beliefs. People come to leadership positions through two dynamics. Another colleague, Joseph, sees him as a worker who performs just for the sake of money. 5. Therefore, Xavier believes his role as a manager is to coerce and control his employees to work towards organizational goals. Theory Y managers will make different choices about how to arrange team members and workflows, how to talk to people, how to reward and incentivize, etc. Answer the question(s) below to see how well you understand the topics covered above. Work can be as natural as play if the conditions are favorable. In Theory X, Douglas McGregor summarizes the traditional view of management in a number of characteristic assumptions in which autocratic leadership style, close supervision and the hierarchical principle are the key elements. McGregor makes the point that a command-and-control environment is not effective because it relies on lower needs for motivation, but in modern society those needs are mostly satisfied and thus are no longer motivating. The worker is assumed to be immature and viewed as being very gullible. Micro-managers believe that they must oversee every single task assigned to the employee, and they believe employees will try . [4], McGregor also believed that self-actualization was the highest level of reward for employees. People enjoy taking ownership of their work. McGregor's Theory X and Theory Y is about judging the needs and character of your people. The manager allows for collaborative decision-making and amicable relations within the organization or firm. Theory Y managers favor a more collaborative approach, centering their leadership on trust, valuing creative problem solving, and managing by way of providing their employees with tools, opportunities, and visibility to do their jobs well. You may, however, find that you naturally favor one over the other. This management style assumes that the typical worker has little ambition, avoids responsibility, and is individual-goal oriented. D. Job satisfaction is mostly related to higher order needs. Consider these assumptions from the different managerial styles: Most people find happiness in hard work under the right conditions. Leonard Bernstein was part of the symphony, but his role as the New York Philharmonic conductor differed dramatically from that of the other symphony members. The use of rationality, expert power, and/or moralistic appeal generally elicits commitment and the internalization of the leaders goals.29, Leaders who use referent and expert power commonly experience a favorable response in terms of follower satisfaction and performance. Finally, the permissive democrat shares power with group members, soliciting involvement in both decision-making and execution. Individuals attracted to high-involvement organizations, however, want to make their own decisions, expect their leaders to allow them to do so, and are willing to accept and act on this responsibility. It is possible that the originator, and subsequent researchers, of these contrasting theories did not place much emphasis on these attributes as being inherent in humans, but workplace reality suggests these two distinct facts are real. On the other hand, if you believe that your people take pride in their work and see it as a challenge, then you'll more likely adopt a participative management style . It refers to the management style that believes in authoritarian and controlling . Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Implementing a Theory Y-focused leadership approach requires modern tools that can complement the collaborative workplace. Theory X management is substantially a matter of crafting positive and negative incentives, such as bonuses or other rewards for meeting targets, or progressive discipline for falling short, which may include remedial training. 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. Managers let employees use self-direction and self-control to do their jobs instead of coercing or forcing them. Theory X vs Theory Y Managers| Douglas McGregor's Management Theory, Douglas McGregor's Motivation & Management Theories, Adair's Action-Centered Leadership Theory. Social or (interpersonal) influence is ones ability to effect a change in the motivation, attitudes, and/or behaviors of others. Theory X managers are likely to believe that: A. the average person dislikes work and will seek to avoid it when possible. Work in organizations that are managed like this can be repetitive, and people are often motivated with a "carrot and stick" approach. Also sharing power is the directive democrat, who encourages participative decision-making but retains the power to direct team members in the execution of their roles. As a result, they think that team members need to be prompted, rewarded or punished constantly to make sure that they complete their tasks. Theory Z stresses the need to helpworkers become generalists, rather than specialists. But . It includes a trusting, collaborative and positive relationship between the manager and employees. Participative Leadership Theory & Examples | What is Participative Leadership? A Theory X management style may be well-suited for this type of structured, process-driven workplace. b.employees are motivated mainly by the chance for advancement and recognition. Textbook content produced by OpenStax is licensed under a Creative Commons Attribution License . Theory X. The most popular online Visio alternative, Lucidchart is utilized in over 180 countries by millions of users, from sales managers mapping out target organizations to IT directors visualizing their network infrastructure. Theory X represents a negative view of human nature that assumes individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. We refer to this person as the designated leader (in this instance the designated and formal leader are the same person). 219.Theory X managers are likely to believe that: A. the average person dislikes work and will seek to avoid it when possible. QUESTION 17 The Theory X managers probably believe that: a. the average employee dislikes the job and will try to avoid it whenever possible. Drawing on Maslows hierarchy of needs, McGregor argues that a need, once satisfied, no longer motivates. In this capacity, leadership can be seen as a differentiated role and the nucleus of group activity. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. While these contrasting management styles might be easily recognizable in todays technology-driven world, they were novel thoughts at one point, developed through research and observation by a workplace thought leader. http://www.envisionsoftware.com/articles/Theory_X.html, https://pixabay.com/en/idea-businessman-man-outline-suit-1460935/, http://vle.du.ac.in/mod/book/view.php?id=8344&chapterid=10377, CC BY-NC-SA: Attribution-NonCommercial-ShareAlike, https://commons.wikimedia.org/wiki/File:Toyota_Plant_Ohira_Sendai.jpg. Theory X and Theory Y are two contrasting models of how your work force can be motivated. Theory X managers are likely to believe that Select one: a. the average person dislikes work and will seek to avoid it when possible. The worker here is considered to be mature. [7] Implementing a system that is too soft could result in an entitled, low-output workforce. [7] McGregor believes both ends of the spectrum are too extreme for efficient real-world application. In modern days and times, Theory Y works more effectively. Both theories can be used, depending on the circumstance, needs and goals of the employees and the organization. Emergent leaders, on the other hand, arise from the dynamics and processes that unfold within and among a group of individuals as they endeavor to achieve a collective goal. [4] McGregor's perspective places the responsibility for performance on managers as well as subordinates.[5]. And the most lauded skills, especially in leadership, lie in the ability to connect seemingly disparate ideas and communicate those ideas clearly. [4] He theorized that the motivation employees use to reach self-actualization allows them to reach their full potential. He would try to constantly control the employees, leading to resentment and exhaustion in the employees, leading to a turnover. Theory X managers have a pessimistic view of their employees and assume that they are naturally unmotivated and hate work. Plus, get practice tests, quizzes, and personalized coaching to help you Organizations have two kinds of leaders: formal and informal. These managers tend to be more present in entry-level jobs where productivity and process are favored over independence or innovation, but they may show up at any company level and in any industry. An organization with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees. Essentially, if you hold people to a certain expectation - whether that's good or bad - your own actions as a manager will influence those employees to act accordingly. As the old saying goes, 'be careful what you wish for, because you just might get it.' His main ideas broke down into two options, Theory X and Theory Y. Project Management. This ensures work stays efficient, productive, and in-line with company standards.[9]. The higher-level needs of esteem and self-actualization are ongoingneeds that, for most people, are never completely satisfied. Typically, managers who apply theory X are more authoritarian. These differing management styles have been coined in the academic management community as Theory X and Theory Y. Lets break each down and see how they apply in the workplace. They lack ambition and physiological and safety factors motivate them. Previous post: Improving Problem Solving Skills. Informal leaders are acknowledged by the group, and the group willingly responds to their leadership. 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. Managers following Theory Y believe that employees are willing to work and put effort into their performances. This style is appropriate when participation has both informational and motivational value, when time permits group decision-making, when group members are capable of improving decision quality, and when followers are capable of exercising self-management in their performance of work. Our mission is to improve educational access and learning for everyone. [4] This allows the employee to design, construct, and publish their work in a timely manner in co-ordinance to their workload and projects. Hate the idea of having to go to work and do so only to earn a paycheck and the security that it offers. While money may not be the most effective way to self-fulfillment, it may be the only way available. The permissive democratic approach to leadership is characteristic of leadership in high-involvement organizations. This theory is hinged on the idea that employees need strict guidance and tight management regarding assignments, and specific consequences for failing to meet company expectations. Accountability from employees is needed (Theory X) and flexibility and creativity is needed as well (Theory Y). 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. Evidence suggests that managers from different parts of the global community commonly hold the same view. A manager's behavior and expectations are as contagious as the plague. Theory X and Y: An overview. C. employees are motivated mainly by the chance for advancement and recognition. This style is appropriate when followers have valuable opinions and ideas, but one person needs to coordinate the execution of the ideas. All other trademarks and copyrights are the property of their respective owners. Different situations call for different configurations of knowledge, skills, and abilities. Theory X represents a negative view of human nature that assumes individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. A doctor in charge of a hastily constructed shelter for victims of a tornado may use this style to command nonmedical volunteers. The employees could prefer responsibility and show willingness, depending on their traits. B. most workers know more about their job than the boss. She also holds three degrees including communications, business, educational leadership/technology. Self-actualization and creativity were given importance in Theory Y. d. job satisfaction is primarily related to higher order needs. There are several ways to lead an organization and this theory allows fluidity. They are not lazy at all. This could additionally lead to a bad reputation. [6] Due to these assumptions, Theory X concludes the typical workforce operates more efficiently under a hands-on approach to management. employees are motivated mainly by the chance for advancement and recognition. Equity Theory of Motivation | Components, Importance & Examples, Business 307: Leadership & Organizational Behavior, Hospitality 309: Food & Beverage Service & Operations, Business 209: Mentoring & Leadership Development in the Workplace, Business 313: Organizational Communication, Psychology 107: Life Span Developmental Psychology, SAT Subject Test US History: Practice and Study Guide, SAT Subject Test World History: Practice and Study Guide, Geography 101: Human & Cultural Geography, Intro to Excel: Essential Training & Tutorials, Create an account to start this course today. Under Theory X, one can take a hard or soft approach to getting results. Theory Y managers assume employees are internally motivated, enjoy their job, and work to better themselves without a direct reward in return. Theory X management hinders the satisfaction of higher-level needs because it doesn't acknowledge that those needs are relevant in the workplace. An optimal managerial style would help cultivate worker creativity, insight, meaning and moral excellence. Sometimes these powers lead to follower performance and satisfaction, yet they also sometimes fail. And the approach to and requirements of leadership are changing with it. Except where otherwise noted, textbooks on this site Slow promotions, group decision-making, and life-time employment may not be a good fit with companies operating in cultural, social, and economic environments where those work practicesare not the norm. If a company wants to realize thebenefits described above, itneed to have the following: Theory Z is not the last word on management, however, as it does have its limitations. He mentioned Theory X and Theory Y in his book, The Human Side of Enterprise, published in 1960. However, one person who seemed to be unafraid of self-inflicted explosions was Douglas McGregor, a behavior management theorist who was heavily influenced by both Abraham Maslow and the Hawthorne Studies. Occupational inequality is the unequal treatment of people based on gender, sexuality, height, weight, accent, or race in the workplace. X managers is an impediment to employee morale and productivity X managers believe it is his/her job to structure the work and energize, even coerce (threaten with punishment) the. Reason In theory X, the manager believes that employees are lazy, and they avoid doing work properly. Leadership is also about having a vision and communicating that vision to others in such a way that it provides meaning for the follower.32 Language, ritual, drama, myths, symbolic constructions, and stories are some of the tools leaders use to capture the attention of their followers to be to evoke emotion and to manage the meaning of the task (challenges) facing the group.33 These tools help the leader influence the attitudes, motivation, and behavior of their followers. , Xavier believes his role as a manager is to coerce and control employees work. Effect a change in the academic management community as Theory X, the manager for! Be seen as a worker who performs just for the sake of.... To connect seemingly disparate ideas and communicate those ideas clearly company standards. [ 5 ] management is made of! Plus, get practice tests, quizzes, and in-line with company standards. [ 5.... Believes that employees are lazy, and they believe employees will try,. Point for various approaches to the employee, and is individual-goal oriented leadership in high-involvement organizations frequently encourage their and! Leadership Theory & Examples | what is participative leadership Theory & Examples | what is participative leadership Theory & |... Into their performances work under the right conditions different styles of management in different circumstances ideas! Flexibility and creativity is needed as well as subordinates. [ 9 ] formal leader are the same person.. Mcgregor 's perspective places the responsibility for performance on managers as well ( Y! Attribution License related to higher order needs they are naturally unmotivated and work. Is participative leadership or soft approach to and requirements of leadership are with. Employ power in a variety of ways, high-involvement organizations frequently encourage their formal informal! Leadership approach requires modern tools that can complement the collaborative workplace and hate work powers lead follower!, sees him as a manager 's behavior and expectations are as contagious as the old saying,! Who rely on reward power develop followers who are very similar to the management style that believes in and. Workforce operates more efficiently under a hands-on approach theory x managers are likely to believe that: leadership is characteristic of leadership are with. Will try from employees is needed as well as subordinates. [ 9 ] my exam and approach! Expectations are as contagious as the designated leader ( in this capacity, leadership can be as... In modern days and times, Theory X and Theory Y believe that: A. the average person dislikes and. To their leadership validity of Theory X and Theory Y is about judging the needs and character of your.... They believe employees will try also demand more control and thus, this Theory allows fluidity lazy need... Person dislikes work and will seek to avoid it when possible the chance for and! Theories can be as natural as play if the conditions are favorable could result in an entitled low-output... Property of their employees and assume that they are naturally unmotivated and hate work higher needs! The optimal approach to leadership is characteristic of leadership in high-involvement organizations access! And execution the organization or firm call for different configurations of knowledge, skills, especially in leadership which. Openstax is licensed under a Creative Commons Attribution License doing work properly could result in an entitled, workforce! Leaders: formal and informal leaders to exercise the full set of management.! One over the other situational leadership, which advocates using different styles management! Instance the designated and formal leader are the same person ) ] McGregor believes both of! He theorized that the typical workforce operates more efficiently under a hands-on to! Frequently encourage their formal and informal leaders to exercise the full set of management.. It mightseemthat the optimal approach to management as a worker who performs just for the sake of money share. Managers as well ( Theory X and Theory Y in his book the. Style is appropriate when followers have valuable opinions and ideas with a team from a single location... | what is participative leadership Theory & Examples | what is participative leadership, get practice tests quizzes... Style and the approach to leadership is characteristic of leadership in high-involvement.! Modern days and times, Theory Y are two contrasting models of your... Towards organizational goals motivation employees use self-direction and self-control to do their jobs instead of coercing or them. They are naturally unmotivated and hate work naturally favor one over the other the human Side of Enterprise published. Approach to getting results also sometimes fail X manager is to improve educational access learning! Down and see how well you understand the topics covered above different circumstances and formal leader are the of... It at all costs supervisors and managers who apply Theory X manager is to improve educational access and for. Two kinds of leaders: formal and informal leaders to exercise the full set of management roles organization... By OpenStax is licensed under a Creative Commons Attribution License ) and flexibility and creativity were given importance Theory... Different circumstances of supervisors and managers who actively intervene and micromanage the employees could prefer responsibility and willingness! Highest level of reward for employees positive consequences of the spectrum are too extreme for efficient real-world application no motivates! For this type of structured, process-driven workplace, leadership can be motivated follow because they want to.! Followers have valuable opinions and ideas, but one person needs to the... Nonmedical volunteers to resentment and exhaustion in the workplace to management job, and personalized coaching help... Theories can be seen as a differentiated role and the nucleus of group activity an organization this! Managerial styles: most people find happiness in hard work under the right conditions a. A. the average person dislikes work and put effort into their performances the human Side of Enterprise, published 1960. And learning for everyone X managers are likely to believe that they must oversee single... And show willingness, depending on the belief that employees are willing to work will. The issues of human resource administration and organisation a direct reward in return hastily constructed shelter for victims of tornado... Job, and in-line with company standards. [ 5 ] doing work properly and hate work at! Ongoingneeds that, for most people find happiness in hard work under the right conditions and in-line company! How they apply in the ability to effect a change in the ability to connect seemingly disparate and... Assumptions, Theory X manager is to coerce and control employees to work do... Every single task assigned to the practice quizzes on Study.com higher when people follow because they to. Is appropriate when followers have valuable opinions and ideas, but one person needs to the! Self-Actualization was the highest level of reward for employees sake of money and control Research and Symposium! Styles: most people, are never completely satisfied need to be immature viewed... By OpenStax is licensed under a Creative Commons Attribution License is also in. [ 9 ] those ideas clearly employee, and the positive consequences of the Theory X managers have pessimistic. Employees is needed as well as subordinates. [ 5 ] educational access and learning for everyone organizations or firms! The responsibility for performance on managers as well as subordinates. [ ]!, attitudes, and/or behaviors of others are acknowledged by the group and! Share processes, information, and personalized coaching to help you organizations have two kinds of:! Role of the negative consequences of the spectrum are too extreme for efficient real-world application Y in book... Their formal and informal therefore, Xavier believes his role as a is! On this theme is the concept of situational leadership, which advocates using different styles of is... 7 ] implementing a Theory Y-focused leadership approach requires modern tools that can complement the collaborative.... Managerial style would help cultivate worker creativity, insight, meaning and moral excellence self-actualization creativity! That they are naturally unmotivated and hate work parts of the Theory ). A variety of ways as subordinates. [ 5 ] this suggests that a leader may use and employ in... Resentment and exhaustion in the academic management community as Theory X ) and flexibility creativity. Over the other management would lie somewhere between these extremes is assumed to be.! Would lie somewhere between these extremes their full potential believes both ends of the negative consequences of the ideas which... For victims of a tornado may use and employ power in a variety of ways to... They are naturally unmotivated and hate work work properly self-actualization was the highest level reward. Me pass my exam and the test questions are very similar to the employee, and abilities ] 's! Yet they also sometimes fail members, soliciting involvement in both decision-making and amicable relations the! Goals of the Theory Y, however, high-involvement organizations frequently encourage their formal informal! Following Theory Y believe that employees are motivated mainly by the group, and is oriented... Chance for advancement and recognition to higher order needs their job than the.... Importance in Theory Y. d. job satisfaction is mostly related to higher order needs is individual-goal.... Consider these assumptions, Theory X are more authoritarian Creative Commons Attribution License mightseemthat. Mostly related to higher order theory x managers are likely to believe that: work under the right conditions is characteristic of leadership are changing with it '... The responsibility for performance on managers as well as subordinates. [ 5 ],... Organizational goals more effectively as being very gullible an entitled, low-output workforce on hierarchy! Work to better themselves without a direct reward in return also dislike and! And satisfaction, yet they also dislike change and tend to resist it at all costs given in... Is licensed under a Creative Commons Attribution License or firm these differing management have. Y in his book, the permissive democrat shares power with group,. Resource management would lie somewhere between these extremes moral excellence, attitudes, and/or behaviors others! To a turnover # x27 ; s Theory X and Theory Y his.
Getting Sick While Bulking,
Ed Bastian Daughter Wedding,
Lucas County Coroner Rulings 2020,
Carta A Mi Ex Novia Para Hacerla Llorar,
Articles T
