Implications of Theory X and Theory Y Quite a few organizations use Theory X today. Theory X Xavier is a Theory X manager. Theory X In Theory X, 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. Under Theory Z management, not only do workers have a sense of cohesion with their fellow workers, they also develop a sense of order, discipline, and a moral obligation to work hard. Thus, we can say that Theory X presents a pessimistic view of employees nature and behaviour at work, while Theory Y presents an optimistic view of the employees nature and behaviour at work. According to Douglas McGregor, there are two categorizations of what motivates people: Theory X and Theory Y.
In other words, employees have a strong desire for affiliation. The other assumption under theory X is that the employees need to be threatened or forced to work towards the organizational goals. The soft approach results in a growing desire for greater reward in exchange for diminished work output. Use this quiz to check your understanding and decide whether to 1 study the previous section further or 2 move on to the next section. However, it's important that you challenge your assumptions and review your team members' individual requirements regularly. He likes to lead rather than to be led by others.
As a result, managers with this approach believe their employees must be given really simplistic tasks, little independence or freedom, and tasks that do not involve much creativity. Description: Succession Planning, specifically termed as Management Succession Planning, involves coaching and development of prospective successors or people within a firm or from outside to take up key positions in an organisation through an organized process of assessment and training. The process ensures that business continues to operate efficiently without the presence of people who were holding key positions as they must have retired, resigned, etc. According to Theory Z, people want to maintain a work-life balance, and they value a working environment in which things like family, culture, and traditions are considered to be just as important as the work itself. Another assumption is that workers expect reciprocity and support from the company. You may use a Theory X style of management for new starters who will likely need a lot of guidance, or in a situation that requires you to take control such as a. Disclaimer: Reliance on this material and any related provision is at your sole risk.
There are some key assumptions under theory Y. According to McGregor, organizations with a Theory X approach tend to have several tiers of managers and supervisors to oversee and direct workers. The human side of enterprise. There is no need for the system that involves rewards and punishments. This keeps employees motivated to work hard towards achieving goals of the organisation.
In these contexts the terms theory and law often appear in well-established, fixed phrases and are not interchangeable. In this article, we are going to talk about the major differences between Theory X and Theory Y. In the 1960s, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. This type of management style is more common than theory X. McGregor believed that management can use either of the needs to motivate his employees, as grouped under theory X and theory Y. Theory-X assumptions are: 1 most people dislike and will avoid it to the extent possible, therefore 2 they must be continually coerced, controlled, and threatened with to get the work done, and that 3 they have little or no , prefer to avoid , and choose above everything else. Theory Y What motivates you to work hard? Find out how the idea of self-fulfilling prophecies affects employees actions according to Douglas McGregor.
Managers are more authoritarian and actively intervene to get things done. Theory Z also makes assumptions about company culture. Leadership style Autocratic Democratic Direction Constant direction is required. In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals employees : one of which is negative, called as Theory X and the other is positive, so called as Theory Y. Set your own objectives to meet their organisational aims and agree these with the managers; be seen to be self-starting, self-motivating, self-disciplined and well-organised - the more the X theory manager sees you are managing yourself and producing results, the less they'll feel the need to do it for you.
Key Points The concept of Theory X and Theory Y was developed by social psychologist Douglas McGregor. Authority is rarely delegated, and control remains firmly centralized. Theory X starts from the assumption that people are naturally lazy, want to avoid work as much as possible, do not wish to take responsibility, have no ambition and prefer to be supervised. Theory X and theory Y. They are not lazy at all.
Under Theory X, one can take a hard or soft approach to getting results. Initially, they will focus on hobbies, committee and voluntary work, but eventually this could result in a hunt for another job. Hi CintiaFiore, Thank you fior the positive comment on our resources. Be aware also that many X theory managers are forced to be X theory by the short-term demands of the organisation and their own superiors - an X theory manager is usually someone with their own problems, so try not to give them any more. How to cite this article: Mulder, P.