X and y theory of motivation. McGregor's Theory 'X' and Theory 'Y' 2019-02-20

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Reading: Douglas McGregor’s Theory X and Theory Y

x and y theory of motivation

Theory X stands for the set of traditional beliefs held, while Theory-Y stands for the set of beliefs based on researchers in behavioral science which are concerned with modern social views on the man at work. The police manager: Professional leadership skills. Theory Y organizations also give employees frequent opportunities for promotion. This is not always true. Definition and Assumptions of Theory Y Theory Y is based on an optimistic view of employee motivation and behavior. Both theories cover distinct roles and assumptions that are defined below.

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McGregor's Theory 'X' and Theory 'Y'

x and y theory of motivation

However, employees are still expected to have specialized career responsibilities. McGregor felt that companies followed either one of these approaches. This the common observation of many of us. As such, it is these higher-level needs through which employees can best be motivated. In the end, you will have to make up your own mind on this topic. Critical note on the McGregor Theory The McGregor Theory X and Theory Y are not based on a single truth.


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Theories of Motivation: McGregor’s Theory X and Theory Y

x and y theory of motivation

Many of the principles of Theory Y are widely adopted by types of organization that value and encourage participation. Influence A good manager will realize that leadership affects employee behaviour. Avoid responsibility and need to be directed. Depending on the working conditions, work could be considered a source of satisfaction or punishment - Individuals who seek responsibility if they are motivated0 The management implications for Theory X workers are that, to achieve organisational objectives, rewards of varying kinds are likely to be the most popular motivator. 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. McGregor Theory X and Theory Y.

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Theory X and Theory Y of Motivation by McGregor

x and y theory of motivation

Employees will cooperate if they feel their basic needs for income and security will be met. Do you care about the goals of the organization that you work for, or do you focus more on getting a regular paycheck to bring home? In some under-developed countries like India Theory X may still be useful at the lower levels of organisation. Whereas, in the marketing division,. McGregor himself held to the belief that Theory Y assumptions were more valid than Theory X. Consider work as a natural part of life and solve work problems imaginatively. .


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Motivation

x and y theory of motivation

The theory overlooks the complex nature of human beings. Theory X is based on a pessimistic view of employee motivation and behavior, while Theory Y is based on an optimistic view of employee motivation and behavior. To get to the bottom of these important questions, you can look to the help of Theory X and Theory Y. Employees in this setting feel pressured and micromanaged, as they know that they need to perform consistently or risk being replaced. It assumes that workers:Take responsibility and are motivated to fulfill the goals they are given. Management can offer rewards to a worker who shows and can punish him if his performance is below standard. Theory Y Unlike in Theory X, starts from the assumption in Theory Y that people have different needs.

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Douglas McGregor's Motivation & Management Theories

x and y theory of motivation

It would appear that the optimal approach to human resource management would lie somewhere between these extremes. The theories concentrate on two various models of potential motivation that is implemented by the managers across human resources management, organizational communication, organizational development and organizational behavior. First, it tends to over-generalise and over-simplify people as being one way or the other. Further, the employees are not indolent by nature, but they behave so, because of experience. Unfortunately, employees can be most productive when their work goals align with their higher level needs. Theory Y assumes that people are self-motivated, and thrive on responsibility.

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Douglas McGregor's Motivation & Management Theories

x and y theory of motivation

First, of course, we need to look closely at what each of these theories says about the topic of motivation in the workplace. Workers have to be persuaded and pushed into performance. He continued on saying that this mode of managing could lead to a waste of human talent and potential. Lastly, some managers may have Theory Y assumptions about human nature, but they may find it necessary to behave in a very directive and controlling manner with some people in the short run to help them grow up in a developmental sense until they are truly Y people. S See also the article about building self-confidence, and assertiveness techniques. Need to be supervised at every step, with controls put in place.

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Motivation Theory X and Theory Y

x and y theory of motivation

Share your experience and knowledge in the comments box below. The secret to their success was not what they were producing but how they were managing their people—Japanese employees were engaged, empowered, and highly productive. If properly implemented, such an environment would result in a high level of workforce motivation as employees work to satisfy their higher level personal needs through their jobs. Another assumption is that workers expect reciprocity and support from the company. His work is based upon Maslow's Hierarchy of Needs, where he grouped the hierarchy into lower-order needs Theory X and higher-order needs Theory Y. As such, the management structure in businesses which take a Theory Y approach is usually much leaner, as there is less of a need for supervision over workers who are motivated to do their best each day.

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