Mcgregors theories x and y

Some styles of management appeal to theory X, while others appeal to theory Y. An improved model might account for this by giving each need a finite marginal utility, such that more basic needs are usually stronger and more important, but can be overriden in extreme cases by higher-level needs.

Please go to the plugin admin page to Paste your ad code OR Suppress this ad slot. According to theory X, there is complete centralization of authority, in the organisation, i.

Leadership studies

He referred to these two perceptions as Theory X and Theory Y. The authoritarian leadership style is therefore the most appropriate leadership style in Theory X. People want to use their creativity and they like to take a creative problem solving approach.

The approach that you take will have a significant impact on your ability to motivate your team members. It says that human beings have several different types of needs, and we must fulfill more basic needs before we can move on to more complex needs.

At some point, the theory Y shows the passion and interest of employees at work. People have greater responsibility, and managers encourage them to develop their skills and suggest improvements. Although Theory Y encompasses creativity and discussion, it does have limitations.

In order to achieve the most efficient production, a combination of both theories may be appropriate. The element of self-motivation is absent, as per theory X, but present in theory Y.

So, it's important to understand how your perceptions of what motivates them can shape your management style. McGregors theory is also from are one of those theories that comprise much influence on both the management and the employee. Instead, workable operational theories are developed using a various amount of the assumptions of each theory.

More information Heil, G. 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.

The Assumptions of Theory Y Are: The third level is belonging: People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. Initially, they will focus on hobbies, committee and voluntary work, but eventually this could result in a hunt for another job.

This style of management assumes that workers are: On the basis of above assumptions, it is concluded that the management is held responsible for organising resources, for the firm, with the aim of economic gain. Commitment to objectives is a function of the reward associated with their achievement.

Without these needs, we rapidly die. It assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility.

Further, details of two distinct theories, i. Work in organizations that are managed like this can be repetitive, and people are often motivated with a "carrot and stick" approach.

Managers who use this approach trust their people to take ownership of their work and do it effectively by themselves. We need to be secure from danger, and we want our possessions and our relationships to be similarly secure.

In contrast, based on theory Y, employees concentrates on Social needs, esteem needs and self-actualization needs.

This encourages a more collaborative relationship between managers and their team members. Managers are more authoritarian and actively intervene to get things done.

Douglas McGregors Theory X and Theory Y

When an organization does not respond to this, employees will start looking for possibilities to deploy their skills outside their work. Consider work as a natural part of life and solve work problems imaginatively This more participative management style tends to be more widely applicable.

On theory X, we are self-interested individuals who seek wealth and pleasure and care little for others; this is essentially the same as the assumptions of neoclassical rational agent models. Have no incentive to work or ambition, and therefore need to be enticed by rewards to achieve goals.

Theory X and Theory Y

People are prepared to take responsibility for everything they do. Based on the premises concerning human behaviour, Prof. Douglas McGregor put forward a theory of motivation, called as theory X and theory Y. Theory X is a conventional approach to motivation, based on negative assumptions.

McGregor’s Theory X and Theory Y. External motivation Includes the forces which exist inside the individuals as well as the controlled by the manager, including items such as salaries, working conditions, company policy and job content items, such as recognition; advancement, and responsibility.

McGregor's "Theory X and Theory Y" is a simplistic, but useful account of two "theories" or visions of human behavior. On theory X, we are self-interested individuals who seek wealth and pleasure. Theory x and theory y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques.

Understanding Theory X and Theory Y. Theory X and Theory Y were first explained by McGregor in his book, 'The Human Side of Enterprise,' and they refer to two styles of management – authoritarian (Theory X) and participative (Theory Y). If you believe that your team members dislike their work and have little motivation, then, according to.

Aug 21,  · Unlike in Theory X, Douglas McGregor starts from the assumption in Theory Y that people have different needs. Theory Y assumes that people are inherently happy to work, they want to exert themselves and they are motivated to pursue thesanfranista.coms:

Mcgregors theories x and y
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Theory X and Theory Y - Wikipedia