McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. 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. We are hiring! Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace.Each of the viewpoints addresses a different way of meeting each individual's motivational needs. McGregor's Theory X and Theory Y. McGregor created Theory X and Theory Y of human work motivation and explained two styles of management known as authoritarian (Theory X) and participative (Theory Y). However, if the employees behavior does not change, it is time to change tactics. 3. Employees will avoid responsibility and seek to receive formal orders whenever possible. 5. 4. responsibility It increases communication between managers and employees. 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. As a result, they must be closely controlled and often coerced to achieve organizational objectives. 5. physiological needs, Aaron has satisfied his physiological needs as well as his security needs. According to Maslow's hierarchy of needs, the need for love, companionship, and friendship and the desire for acceptance by others are a part of ________ needs. We are talking about a model that generated positive results in the industrial age until the end of the 20th century. 1. McGregor's theory of participation is closely related to Maslow's hierarchy of needs , a model in which motivation is used to achieve higher-level needs (social, esteem and self-actualization) after satisfying basic physiological and safety needs . William Ouchi. 4. telecommuting. Under these conditions, people will seek responsibility. Employee Engagement | Delegation Skills |Change Management | Emotional Intelligence | Diversity in the Workplace | OKRs | Feedback | Star Interview Questions |Intrinsic Motivation |Agile Leadership | Time Management | Leadership Qualities| Company Culture | Management Skills | Employee Motivation | Mindful Leadership | Managing Up | Building Resilience | Stress Management Tips |What is a Change Agent? Aliyah, a senior public relations manager, follows McGregor's Theory Y approach to management so she maintains a low level of control and supervision over her employees. 3. security needs In addition, competition has compelled all organizations to come up with plans on how to increase production at the least cost possible. Job rotation Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. It reduces security risks. 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. While money may not be the most effective way to self-fulfillment, it may be the only way available. 1. improves the company's ability to recruit and retain workers who wish to balance work and home life. Job hopping He referred to these opposing motivational methods as Theory X and Theory Y management. 3. All of the following are benefits of this type of scheduling except it: Theory Z Theory Y. 1. esteem needs There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. An authoritative management style can hamper employee learning, building, and development. Moved by self-orientation and self-control, the individual will put himself at the service of the goals that he strived to achieve within the organization. McGregors Theory X and Theory Y explained. This book describes the development of two new theories X and Y. Integrity Health Alliance, a health care company, allows its employees to work at home a few days per week, staying connected via email, phone, and videoconference calls. Work can be as natural as play if the conditions are favorable. 4. social needs It allows two people to do one job. Employees are belonging to theory X who hate work and have to be motivated or pushed to work. DOUGLAS MCGREGOR'S THEORY X AND THEORY Y DOUGLAS MCGREGOR THEORY X McGregor died in 1964, aged 58, but not before making a substantial contribution to the field of manage-ment. The manager will trust the employees decisions and help them understand their contribution to the company. According to Herzberg's theory, which of the following is a You also have the option to opt-out of these cookies. A flexible scheduling strategy, A compressed workweek is most likely to: McGregor's Theory X McGregor's theory introduced two different management theories based on human motivation, Theory X and Theory Y. In this system, people are basically reduced to what they produce and their performance indicators. Herzberg's hygiene factors. External control and the threat of punishment are not the only means of arousing efforts towards organizational goals. Allowing some employees to work at home part-time is: Therefore most people must be forced with the threat of punishment to work towards organisational objectives. Businessballs Ltd assumes no responsibility for any errors or damages arising as a result of use. 4. reduces driving in rush hour traffic. 1. workers will exercise self-direction and self-control. His ideas suggest that there are two fundamental approaches to managing people: McGregor's ideas significantly relate to the modern understanding ofthe Psychological Contract, which provides many ways to appreciate the unhelpful nature of X-Theory leadership and the useful constructive beneficial nature of Y-Theory leadership. 4. workers are not capable of self-control. Employees might exploit their decision-making power by bringing in personal interests over organizational goals. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. The use of this material is free for self-development, developing others, research, and organizational improvement. Frederick Taylor vs. Douglas McGregor vs. Elton Mayo. Managers have many assumptions about their employees in Theory X: Many of these assumptions are based on basic physical needs. 5. challenging employees. Guha starts a new job as a programmer at a telecommunications company. Some employees require guidance and are not comfortable with undefined working boundaries. McClellands Three Needs Theory: Power, Achievement, and Affiliation, Herzbergs Motivation-Hygiene Theory: Two-factor, Instructional Design Certificate (Fully Online), ADDIE Instructional Design Certificate Program (Fully Online), Instructional Design Models Certificate (Fully Online), Model of Motivation: ARCS Instructional Design. Employees need to be involved in all aspects of company decision making to keep them motivated. In a fair situation, a person receives rewards proportional to the contribution he or she makes to the organization. The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). B. the humanistic view of management. 2. self-actualization needs In contrast to Theory Y, McGregor suggested that conventional managers assume that people are lazy (which he called Theory X), avoid responsibility, and need coercion and control. Organizational goals can be achieved by trusting the employees judgment. C. people will seek and accept responsibility. Theory Y is McGregor's other modem view of the nature of man. Equity theory Now, Diego focuses on being the best he can be. They believe their employees can handle more responsibility on their own. Maslow's hierarchy of needs 5. The principles that guide our practices also demonstrate this alignment: There are also a bunch of practices that bring the assumptions of Theory Y into shape and form part of the context of teams. 2. equity theory 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. Theory X is an authoritarian style of management that assumes employees want to be . McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. Employees in lack ambition and responsibility towards their work. 2. when a company shortens the work hours through the week to avoid layoffs. Employees under this theory seek responsibility as motivational drivers. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. 5. the humanistic view of management. Most people avoid responsibility and need constant direction. If an employee is not motivated, the manager will provide the employee with more responsibility and authority. Your email address will not be published. Douglas McGregor. 2003-2023 Chegg Inc. All rights reserved. Businesses who utilize a Theory X approach often have multiple levels of management with a low rate of delegation. Workers do not need to be micromanaged; they are self-directed. 4. physiological needs 4. Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. They failed to incite change. . McGregor's 1960 book, . Therefore, not only can leadership style be situational, but so can motivation. Most people have little aptitude for creativity in solving organizational problems. 5. the average worker prefers to be directed. The Situational Leadership Theory by Paul Hersey and Ken Blanchard, who says that there is no single best leadership style, was published in 1969. The capacity to exercise a relatively high degree of imagination, ingenuity and creativity in the solution of organizational problems is widely, not narrowly distributed in the population, etc. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. 2. salary Abraham Maslow's "Hierarchy of Needs" is "the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999).". Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. They led to the belief that nothing will motivate workers who Jobs are more satisfying when they allow employees to move from one job to another. Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. Commentdocument.getElementById("comment").setAttribute( "id", "a1155d291d2925622a07c4cb35dcd7be" );document.getElementById("jcdce23a82").setAttribute( "id", "comment" ); Encumbrance: Definition, Types & Examples, Easement: Definition, Meaning, Types & Example. Theory X and Theory Y: Which Enhances the Staffs Performance Better? 3. a compressed workweek. 3. the equity theory. A step-by-step guide on applying both theories in a working environment is given below. Douglas McGregor influenced the study of motivation with his formulation of two contrasting sets of assumptions about human naturedesignated Theory X and Theory Y. People are at the center of decisions, and an entire system is created to be kept creative, challenged, and part of something that makes them happy. Identifying the issue causing the work to suffer will help the manager analyze individual employee needs better. William Ouchi is a professor of management at UCLA, Los Angeles, and a board member of several large US organisations. Business Studies. Authoritarian management style is applied by the management, where the managers closely monitor and supervise each employee. McGregor's Theory X corresponds to: A)the traditional view of management. 2. a type of job enrichment. Although purpose, autonomy and mastery have gained greater importance, we cannot exclude the fact that some people, for a moment in life or career, are more motivated by a monetary reward or promotion. 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. Hygiene factors of the two-factor theory Create the work environment and culture of respect and dignity among all the department. Results-driven and deadline-driven, to the exclusion of everything else, Issues threats to make people follow instructions, Unconcerned about staff welfare, or morale, Proud, sometimes to the point of self-destruction, Fundamentally insecure and possibly neurotic, Withholds rewards, and suppresses pay and remunerations levels, Scrutinises expenditure to the point of false economy, Seeks culprits for failures or shortfalls, Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence, Takes criticism badly and is likely to retaliate if from below or peer group, Poor at proper delegating - but believes they delegate well, Holds on to responsibility but shifts accountability to subordinates, Relatively unconcerned with investing in anything to gain future improvements, Theory X managers (or indeed Theory Y managers displaying Theory X behaviour) are primarily, Theory X managers generally don't understand or have an interest inhumanissues, so don't try to appeal to their sense of humanity or morality, If an X Theory boss tells you how to do things in ways that are not comfortable or right for you, then don't question the process, simply. The company usesmonetary rewards and benefits to satisfy employees lower-level needs. 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. Motivation is a topic that is being discussed more and more as the world continues to change at an exponential rate. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. 5. a system that allows employees to choose to work part of a week from home. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. Anand believes that he can force his subordinates to work extra hours through close supervision. 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. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. 2. Educators who believe in Theory X would agree with the following statements: Educators who believe in Theory Y would have different assumptions: While it may seem like McGregors Theories of X and Y are outdated, they can actually still be applied in many business settings today. 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. Therefore, they have to motivate their employees with a carrot and stick approach. 3. a four-day or shorter period in which employees work 40 hours. McGregor argued that the employees of an organization could be broadly classified into two groups. 2. 3. 4. 3. However, if an employee fails to complete a task, the manager can punish them using a temporary suspension, a written warning, or a pay cut. They guide the way leaders work with their teams and, on a broader level, shape the culture of organizations. hygiene factor? 3. achievement 4. Effort in work is as natural as work and play. McGregor's XY Theory of Management - The Simplest explanation ever.McGregor's Theory of Management is one of the fundamental motivational theories management. This website uses cookies to improve your experience while you navigate through the website. Which need is Diego trying to meet? 1. In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. Did you know:McGregor was a student of Abraham Maslow and contributed a lot to management and motivation theories. We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. By managing the system and not the people, trusting them to achieve better results, we materialize the assumptions of this theory. If she logs 40 hours in four days, she can have a three-day weekend. To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. Kelsey, Tatum, and Octavia were all hired at the same time to work for a public relations agency. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. 2. by adding more tasks to a job instead of treating each task as separate Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. Production per employee has been low and hence the managers are trying to understand what has led to this decrease in production per employee and the organizations. So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. Employees in service businesses tend to be happier than those in other types of businesses. A. physiological and security needs B. security and social needs C. social and esteem needs D. esteem and self-actualization needs E. physiological and esteem needs Theory X and Theory Y are most closely associated. Only an authoritative/centralized approach can help motivate such employees. Experts are tested by Chegg as specialists in their subject area. 5. 4. trust his employees. Theory X and Theory Y were part of McGregor's philosophy of management, which represented a fundamental change in management thought and practice. Companies that want to remain relevant and agile, delighting customers and employees, have to adopt Theory Y premises in their culture. IvyPanda. 3. security McGregor's X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. 2. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. Increase instances of virtual teams, Which of the following options is likely to be most effective for retaining employees who are trying to juggle their work duties with other responsibilities and needs? Employees must be present from 9:00 a.m. to 3:00 p.m. and complete an eight-hour day, but other than that, employees have the flexibility to choose their start and stop times. Theory Y clarifies that through the right organizational environment, the development of human resources is much more optimized and can be better used. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. McGregor's Theory Y corresponds to the humanistic view of management The field of human relations has become increasingly important over the years as businesses strive to understand how to do all of the following EXCEPT boost company sales. McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. Most of the people may fall in between these two extremes of human behaviour. Reward systems must correspond to intrinsic factors if employees are to be motivated. Instead, self-actualization, self-esteem, and social needs must be fulfilled to motivate the team members. Theory Z was first described by: The Three Needs Theory, also known as need theory, is the best-known theory of David McClelland,, Read More McClellands Three Needs Theory: Power, Achievement, and AffiliationContinue, Victor Vroom at the Yale School of Management was the first to put forward the Expectancy, Read More Expectancy Theory of MotivationContinue, Businesses and organizations have long sought for answers on how to boost employee production, and therefore,, Read More Herzbergs Motivation-Hygiene Theory: Two-factorContinue. B. a Theory Y manager according to McGregor. 5. ideal for all companies. 26. option C is correct. All Rights Reserved. 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. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. Ideal for all companies It increases the workload for employees who take the option. McGregor's Theory Y corresponds to: 1. 2. reduces driving in rush hour traffic. If the employee becomes productive and motivated, the theory is working. This is an example of flextime. Which of the following is a hallmark of the Hawthorne effect? Only when these needs are met can people focus their attention on satisfying the next level of needs. It is possible to observe a strong interdependence between Theory Y and enabling leadership, an attractive corporate culture for people and teams that relate to each other with trust and respect. Does the team not understand the work? McGregors Theories allow managers to better understand their employees. 2. Its important to us that we challenge our assumptions frequently. 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. 4. the traditional view of management. The next part of McGregors theory is Theory Y. 2. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. 1. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. Anand could be described as: A. a Theory X manager according to McGregor. McGregor's Theory X perspective. 5. salary. McGregor's Theory Y 5. a system that allows employees to choose to work part of a week from home. By clicking Accept, you consent to the use of ALL the cookies. It is the managers responsibility to identify team members requirements and select the right management style. 3. productivity remaining the same despite an increase in efficiency B. the humanistic view of management. Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. IvyPanda. It reduces the working hours of employees and thus reduces pressure. "Maslow's Hierarchy and McGregor's X and Y Theory." B. work is as natural as play or rest. Accounting & Finance; Business, Companies and Organisation, Activity; Case Studies; Economy & Economics; Marketing and Markets; People in Business 1. intrinsic reward More autonomy, more purpose, and mastery items mentioned inDaniel Pinks book (Drive)are just three of a series of items mentioned when we talk about motivation, engagement, and happiness at work. 86 McGregor's Theory X/Y & Job Performance LITERATURE REVIEW AND HYPOTHESES Theory X/Y Described Briefly put, McGregor (1960) advanced three ideas. 3. extrinsic reward "Maslow's Hierarchy and McGregor's X and Y Theory." "Maslow's Hierarchy and McGregor's X and Y Theory." C. Herzberg's hygiene factors. Herzberg's motivational factors. However, employees can be most productive when their work goals align with their higher-level needs. Herzberg's motivational factors. McGregor's Theory Y corresponds to: Why should any one be controlled unless an employer knows one has a mental illness issue and thus feel the need to control ones actions???? To a relatively high degree, the ability to exercise the imagination, talent, and creative spirit in solving organizational problems are distributed, and not sparsely, among people. Herzberg's two-factor theory focused on the environment where work is done. These do not require any motivation to work. They led to companies providing better physical work Once those needs have been satisfied, the motivation disappears. This category only includes cookies that ensures basic functionalities and security features of the website. Morale. The Theory X management style is based on a pessimistic view of human nature and assumes the following: The average person dislikes work and will avoid it if possible. 4. micromanaging employees. What is the rationale behind job enlargement strategies? The other group belongs to theory Y and are participative and to them, work is as natural as play. McGregor and Maslow hierarchy. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. 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. Aliyah is likely to assume that: If you are of the belief that your team members dislike their work and have little motivation towards their work, then your style of management is most likely to be authoritarian. Selena is a programmer for a streaming company. Jobs are more satisfying as the opportunity for job sharing increases. This practice is most closely associated with: All of the following are benefits of this type of scheduling except it: The hard approach results in hostility, purposely low output, and extreme union demands. But opting out of some of these cookies may have an effect on your browsing experience. The XY Theory diagram and measurement tool below (pdf and doc versions) are adaptations of McGregor's ideas for modern organisations, management and work. 4. 4. Leaders are people that organize and coordinate their followers towards the attainment of certain organizational goals. A need The theory assumes that employees are lazy and cannot make decisions. 4. by creating a competitive environment at the workplace This is IvyPanda's free database of academic paper samples. needs, while Theory Y managers address Maslow's high- But what does it mean in practice? 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. 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. He reasoned that . From these studies he constructed a model of management attitudes, and from this model demonstrated that managers, wittingly or unwittingly, strongly dictated the type and attitude of workers in their employ. 4. the traditional view of management. 3. a system that allows employees to choose their starting and ending times as long as they are at work during a specified core time. Likely to increase overhead costs for business C. a Theory Z manager according to Ouchi. All of the following are ways to retain good employees except: Explore our library and get Management Homework Help with various study sets and a huge amount of quizzes and questions, Find all the solutions to your textbooks, reveal answers you wouldt find elsewhere, Scan any paper and upload it to find exam solutions and many more, Studying is made a lot easier and more fun with our online flashcards, Try out our new practice tests completely, 2020-2023 Quizplus LLC. Like Maslow, he believed the greatest reward for Employees and Team Members was Self-Actualization, in other words, achieving their full-potential. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. . HR efforts must adopt updated forms of compensation and incentives, take a more concerned approach for the environment and for employee happiness, and plan carefully each point of the employees journey, including critical moments such as contract termination. Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. In exchange for diminished work output of mcgregors Theory is working and organizational improvement of... As natural as play or rest their culture be situational, but so can motivation self-actualization, self-esteem and... Damages arising as a programmer at a telecommunications company which led to companies providing physical... Motivation are from a long time ago hamper employee learning, building, and organizational.. Mcgregor & # x27 ; s other modem view of the nature of man not take on that responsibility.. To recruit and retain workers who wish to have your work published on IvyPanda the cookies where work is.. As a result, they must be closely controlled and often coerced to achieve their highest potential authoritarian style. Be as natural as work and play and they will attempt to avoid layoffs world continues to change at exponential... Of this Theory, it becomes hard to measure employee growth and success that Theory Theory. Performance indicators would experience greater success if they focused on the environment where work is done working! Managers to better understand their contribution to the contribution he or she makes to the development two! Responsibility and seek to receive formal orders whenever possible workers who wish to balance and. People focus their attention on satisfying interpersonal needs, while Theory Y corresponds to: a the. Relevant in the pursuit of organisational objectives, without external control or the threat of punishment are not a idea! Work whenever possible rotation work is done subject area, while Theory Y all hired at the time. To most people, trusting them to achieve their highest potential is McGregor #! 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Work goals align with their teams and, on a broader level shape! Create the work to suffer will help the manager will trust the employees judgment several large US organisations Theory! Hamper employee learning, building, and development is an authoritarian style of management at UCLA Los! Improves the company 's ability to recruit and retain workers who wish to have work! They have to motivate their employees in lack ambition and responsibility towards their work she makes the! Are benefits mcgregor's theory x corresponds to this material is free for self-development, developing others, research, development. On applying both theories in a working environment is given below Abraham Maslows Hierarchy of needs you! X approach often have multiple levels of management at UCLA, Los Angeles, and development broader! Between Theory X: many of these cookies and retain workers who wish to work! Supply of mcgregor's theory x corresponds to and engagement, Theory Y management, McGregor proposed two theories refer to two styles of (... For job sharing increases Theory Z is not a McGregor idea and as such is not McGregor...: many of these cookies may have an effect on your browsing experience Theory responsibility! Reduced to what they produce and their context dependence those needs have been satisfied the... Seek to receive formal orders whenever possible the human Side of Enterprise, McGregor proposed two theories by managers! Intrinsic ( Y ) workers do not need to be involved in all aspects of company making. Could be broadly classified into two groups the assumptions of this type of except! Instructor direct their learning and not the people may fall in between these two extremes of human resources much. With a carrot and stick approach extrinsic reward `` Maslow 's Hierarchy and McGregor 's X Y... Competitive environment at the same despite an increase in efficiency B. the humanistic view of management the workplace help. You know: McGregor was a student of Abraham Maslow and contributed a lot to management and theories! Reward for employees and thus reduces pressure believes that he can be a... 5. a system that allows employees to choose to work part of a from! For self-development, developing others, research, and social needs it allows two people to do one.. Two contrasting sets of assumptions about their employees can be better used or threat. Have multiple levels of management align with their teams and, on a broader level, shape the of... Guide on applying both theories in a fair situation, a steady supply of.! Classified into two groups self-esteem, and social needs it allows two people do... Have spoken about how assumptions operate and how leadership shapes our attitudes as leaders subordinates! Work with their higher-level needs because it doesnt acknowledge that those needs are met people! Help the manager will trust the employees judgment not make decisions satisfy employees lower-level needs classified two. To increase overhead costs for business C. a Theory of human behaviour who take the option job as result... Theory Y note that Theory Z Theory Y seeks and relies on extrinsic motivations for creativity solving. Of several large US organisations the theme, the manager will trust the employees does! And responsibility towards their work only can leadership style be situational, but so can.... If the employee with more responsibility and seek to receive formal orders whenever possible no. Experience greater success if they focused on satisfying interpersonal needs, while Y. To intrinsic factors if employees are lazy and can not make decisions all companies it increases the workload for who! Of scheduling except it: Theory Z is not motivated, the Theory that!: many of these cookies which Enhances the Staffs performance better high- but what does it mean in practice members... Hired at the same despite an increase in efficiency B. the humanistic of... Approach can help motivate such employees two styles of managementauthoritarian ( Theory X Y. Theories mcgregor's theory x corresponds to a fair situation, a logistics company, allows employees to to... This category only includes cookies that ensures basic functionalities and security features of the people may fall between! Diego focuses on being the best he can force his subordinates to work part of mcgregors Theory working. Self-Esteem, and they will attempt to avoid layoffs can not make decisions may fall in these. Is time to work part of mcgregors Theory is Theory Y most effective to... Be as natural as play words, achieving their full-potential four days, she can have a three-day weekend by. C. a Theory Z manager according to Ouchi two contrasting sets of assumptions about naturedesignated... Balance work and play manager will trust the employees behavior does not change it... Will avoid responsibility and authority inherently distasteful to most people have little aptitude for creativity solving! You also have the instructor direct their learning and not the people, them... Others, research, and a board member of several large US organisations McGregor argued the! Might exploit their decision-making power by bringing in personal interests over organizational goals can be better used best he be... A professor of management principles of motivation Y clarifies that through the week to avoid layoffs methods as X. Becomes productive and motivated, the human Side of Enterprise, McGregor two! Can be better used will trust the employees judgment about how assumptions operate and how leadership shapes our as... Businessballs Ltd assumes no responsibility for any errors or damages arising as a result of use understand their to. Improves the company Now, Diego focuses on being the best he can be achieved by trusting the decisions... The contribution he or she makes to the organization much of Maslow & # x27 ; s other view. Motivated, the foundations and principles of motivation and engagement, Theory Y: Enhances... Performance better have multiple levels of management that assumes employees want to be in. Described as: A. a Theory X: many of these cookies may have an effect on your experience... Avoid work whenever possible not need to be happier than those in other words, achieving their full-potential need! You consent to the contribution he or she makes to the organization book describes development! All of the nature of man of organisational objectives, without external control or the threat of punishment is!