Like Maslow, he believed the greatest reward for Employees and Team Members was Self-Actualization, in other words, achieving their full-potential. Jobs are more satisfying when they allow employees to move from one job to another. Douglas McGregor's Theory X and Theory Y as a basis for understanding and improving motivation in the business world can be directly applied to the science classroom. Selena is a programmer for a streaming company. He reasoned that . 3. They marked the beginning of a concern for human relations in the workplace. He used his knowledge of psychology and other areas of the behavioral sciences to seek insight into the minds of employees. This theory creates a negative environment that instills fear, underconfidence, and insecurity. 5. She views her company favorably, and she enjoys working with her colleagues. As a result, they must be closely controlled and often coerced to achieve organizational objectives. E. the equity theory. But opting out of some of these cookies may have an effect on your browsing experience. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? T or F. Theory Z is more participative and encourages lifelong employee commitment more than Theories X and Y. Jobs are more satisfying as the number of tasks performed by an individual increases. Douglas McGregor's Theory X and Theory Y. Theory X says people don't like to work and will avoid it if they can. According to McGregor, Theory X managementassumes the following: Essentially, Theory X assumes that the primary source of employee motivation is monetary, with security as a strong second. 2. equity theory 26. option C is correct. Herzberg's motivational factors. McGregor -Theory X and Theory Y. McGregor, an American psychologist, built upon earlier studies into the psychology of the workplace. 1. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. Maslow's hierarchy of needs. Abstract It was in 1957 that Douglas McGregor first proposed the concept of Theory X and Theory Y in 'The Human Side of Enterprise', yet still today his ideas continue to be misunderstood and misused in the field of management. It increases overhead costs for companies. In a fair situation, a person receives rewards proportional to the contribution he or she makes to the organization. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. 1. A person who does not believe that he or she is likely to get something is likely to go against all odds. 2. He subscribes to Theory X. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. Job rotation 2. serves customers better by allowing more coverage of customers over longer hours. Now, Diego focuses on being the best he can be. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. D. Herz berg's motivational factors. This book describes the development of two new theories X and Y. Since the layoff, Giovanni has shifted his focus to finding a new source of income. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. 5. a system that allows employees to choose to work part of a week from home. The main reason for this is that just as consumers seek higher-purpose relationships with brands, teams also pursue higher-purpose relationships with their employers. E. the equity theory. It was inspired by Maslow's Hierarchy of Needs and its roots are also based in the Motivation Theory. D. Herzberg's motivational factors.E. The next part of McGregors theory is Theory Y. B)the humanistic view of management. | PDCA Change Model | Agile HR | Servant Leadership | Teal Organization | Leading by Example | Micromanagement | Retrospective Ideas | Psychological Safety | Imposter Syndrome | Team Agreements. . 1. providing opportunities for employee growth 2. increase in productivity regardless of physical conditions On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. This website uses cookies to improve your experience while you navigate through the website. 4. Wash Sale Rule: Example and How to Avoid It? McGregor has ignored this aspect of human behaviour. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. According to McGregor, managers adopting Theory X assume that workers generally dislike work and must be forced to do their jobs. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. Theory X and Theory Y describe two very different attitudes toward workforce motivation. Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. It contains thousands of paper examples on a wide variety of topics, all donated by helpful students. Most of the people may fall in between these two extremes of human behaviour. He referred to these opposing motivational methods as Theory X and Theory Y management. What is Theory X and Theory Y referring to? McGregor's Theory Y corresponds to:A. the traditional view of management. Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. Experienced professionals require a Theory Y management style, as they are capable of making the right decisions. McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. In this system, people are basically reduced to what they produce and their performance indicators. E)the equity theory. 1. decrease in productivity regardless of supervision In terms of incentives, Theory X relies heavily on extrinsic motivations, that is, for people to achieve better performance if they make use of rewards and punishmentsthe famous metaphor of the Carrot and the Stick. Behavior modification is the most widely discussed application of equity theory, the theory that behavior can be strengthened or weakened through the use of rewards and punishments. This category only includes cookies that ensures basic functionalities and security features of the website. 3. All Rights Reserved. Necessary cookies are absolutely essential for the website to function properly. Theory Y. We are talking about a model that generated positive results in the industrial age until the end of the 20th century. 2. flextime. Each assumes that the managers role is to organize resources, including people, to best benefit the company. 1. Herzberg's two-factor theory focused on the environment where work is done. Some employees may become sluggish when given the authority to work as per their convenience. 3. B. the humanistic view of management. 1. ignore his employee's needs for personal growth. 3. Abraham Maslow. Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as 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'. 5. job sharing, Operations Management: Sustainability and Supply Chain Management, Information Technology Project Management: Providing Measurable Organizational Value, John David Jackson, Patricia Meglich, Robert Mathis, Sean Valentine. Motivation and Improving Workplace Performance, Motivational Model: Maslow's Hierarchy of Needs, David Mcclelland - Achievement Motivation, Free XY Theory test tool - personal and organisational - (pdf), Free XY Theory test tool - personal and organisational - (doc version), Book onto our upcoming leadership webinar sessions here, C4: Planning Workload, Time Management and Prioritisation, C18: Customer, Partner and Stakeholder Management, C19: Collaboration and Sharing Best Practice, C20: Conflict, Negotiation and Influencing, CMI Level 3 in Principles of Management and Leadership, CMI Level 6 in Management and Leadership Practice, CMI Level 7 in Strategic Management and Leadership Practice, CMI Level 8 in Strategic Direction and Leadership Practice, CMI/ILM Level 3 Team Leader or Supervisor, CMI/ILM Level 5 Operations or Departmental Manager, Frederick Herzberg Background Information, The Development of Herzberg's Motivation-Hygiene Theory. McGregor's Theory Y McGregors Theory X and Y, although from 1960, is still highly relevant to bring reflections on how assumptions about people and their relationship with work shape our leadership style and our organizational culture. 3. McGregor made the connection between the two models by stating that Theory X is consistent with meeting basic needs, such as physical and safety needs, while Theory Y is consistent with meeting higher-level needs, such as self-actualization and love. Managers believe employees are not motivated because they dislike the work. Both are motivational theories and are used by managers to motivate their employees to perform better. Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. Herzberg's motivational factors. 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. Nathaniel Hawthorne. Workers do not need to be micromanaged; they are self-directed. 5. Please note, that they were not created by McGregor. Motivation and Engagement is an essential part: You will learn how engagement relates to motivation, get introduced to difference between intrinsic and extrinsic motivation and get to know the CHAMPFROGS model, the ten motivators and how to use the Moving Motivator Cards to learn about individual motivators of people. If multiverse theory is true you sent that message in an infinite amount of parallel universes. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); Sign up now and be the first to hear about new practices and games, awesome workshops, activities, and giveaways, all dedicated to increasing employee engagement. Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. McGregor came from a social psychology background and brought his training in this area to the field of management. Application of Vroom's Theory of Expectancy, Theory X - 'Authoritarian Management' Style, Theory Y - 'Participative Management' Style, Tools for Teaching, Understanding and Evaluating XY Theory Factors, McClelland's Achievement-Based Motivational Theory and Models, 2. He noted, though, that whether a manager could explicate his/her theory was unimportant, because a manager's theory (attitudes) could 5. the humanistic view of management. Which of the following is an unethical or illegal behavior Kelsey may exhibit to equalize the situation? Theory Y is a participative approach to enhance employee motivation where the manager has an optimistic view of their team members. 3. a compressed workweek. Work can be as natural as play if the conditions are favorable. Because our behavior tends to be consistent with our assumptions, attempts to influence others often reveal some indications, often subtle and not necessarily noticeable or aware, that those assumptions are. 2. Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. The idea behind using letters X and Y, perhaps seems to be using a neutral terminology, which does not convey any sense of badness or goodness associated with these theories. Most people avoid responsibility and need constant direction. Theory X is an authoritarian style of management that assumes employees want to be . Which of the following is a major difference between the Theory X and Theory Y views of management? Reward systems must correspond to intrinsic factors if employees are to be motivated. Workers have little motivation and prefer direction from their superiors. 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. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. It increases fixed costs for companies. 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. The use of this material is free for self-development, developing others, research, and organizational improvement. Theory Y is McGregor's other modem view of the nature of man. Most people will attempt to avoid it if they can directed ; responsibility... An individual increases trust, and she enjoys working with her colleagues Theory of human motivation, published by Maslow... Those needs are relevant in the 1960s two-factor Theory focused on the environment where work is.! Brands, teams also pursue higher-purpose relationships with their employers greatest reward for employees and relationships. Infinite amount of parallel universes to go against all odds workers in terms of Maslow 's hierarchy needs! As the 'Japanese ' management style, as they are capable of making the right decisions average prefers... 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