They led to companies providing better physical work 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. Employees prefer making decisions themselves and also solving problems creatively. How much people are willing to contribute to an organization depends on their assessment of the fairness, or equity, of the rewards they will receive in exchange. 5. challenging employees. Students prefer to have the instructor direct their learning and not take on that responsibility themselves. The average human being prefers to be directed, wishing to avoid responsibility. Jobs are more satisfying as the number of tasks performed by an individual increases. Hygiene factors of the two-factor theory If multiverse theory is true you sent that message in an infinite amount of parallel universes. 4. Herzberg's two-factor theory. 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. 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. 3. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. However, employees can be most productive when their work goals align with their higher-level needs. Maslow's hierarchy of needs 5. Motivational Model - What is Maslow's Hierarchy of Needs? Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. Work can be as natural as play if the conditions are favorable. Encroachment: Definition, Meaning & Examples. 5. intrinsic need. Douglas McGregor's Theory X and Theory Y In his 1960 management book, The Human Side of Enterprise, Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. An inner drive that directs a person's behavior toward goals is called motivation This arrangement is called: Organizational goals can be achieved by trusting the employees judgment. Douglas McGregor's Theory X and Theory Y. How to apply Theory X and Y in the workplace. Theory X is useful for less experienced employees who have just stepped into the professional world. 4. 2. 5. the average worker prefers to be directed. 1. 2. Most human beings are not very fond of working and will avoid completing a task. Motivation refers to doing something to entice an employee to attract his or her attention to do the work better and increase production. Assume that a manager has a team of 10 employees, and 8 of them are not motivated and rarely complete their tasks on time. His theory is based on managerial views of human beings. McGregor's Theory Y corresponds to: 5. Employees might exploit their decision-making power by bringing in personal interests over organizational goals. Further relevant points of information presented by candidates are marked and . The other group belongs to theory Y and are participative and to them, work is as natural as play. 1. providing opportunities for employee growth McGregor encouraged organizations to adopt more of a Theory Y leadership style. 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. 1. Lillian Gilbreth. 4. Theory X-based cultures will fail to retain the best talent for the simple fact that knowledge workers cannot tolerate systems based on command and control, micromanagement, and a management style of the last century. Each level, or type of human need, can only be achieved if all of the levels below are satisfied, starting with basic needs at the bottom. All Rights Reserved. Managers follow their team members until they complete the task. Both of them refer to a new style of management and human motivation. More than changes in organizational assumptions, HR must lead the change in organizational assumptions in favor of talent retention and a strong culture in terms of agility, creativity, and innovation. Theory X and Theory Y was an idea devised by Douglas McGregor (see article) in his 1960 book "The Human Side of Enterprise".It encapsulated a fundamental distinction between management styles . 4. extrinsic motivation Humans in general, do not intrinsically like to work and work as little as possible. 4. responsibility McGregor's XY Theory of Management - The Simplest explanation ever.McGregor's Theory of Management is one of the fundamental motivational theories management. 5. flextime. Yet . This theory was first introduced in his book, "The Human Side of Enterprise." It generally highlights two different management styles such as - Authoritarian (Theory X) Participative (Theory Y) McGregors Theory X and Theory Y explained. The financial incentive does not motivate all employees. However, neither of these extremes is optimal. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development. Esperanza decides to allow employees to work a variety of jobs to relieve the boredom. 1. 3. workers are not capable of self-control. 5. D. Herz berg's motivational factors. Theory X and Theory Y suggest two aspects of human behavior at work. Management styles impact organizational goals. Guha starts a new job as a programmer at a telecommunications company. 10+ million students use Quizplus to study and prepare for their homework, quizzes and exams through 20m+ questions in 300k quizzes. McGregor's Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Related to Maslow's hierarchy of needs, what is the difference between Theory X and Theory Y managers? All of the following are benefits of this type of scheduling except it: Anand believes that he can force his subordinates to work extra hours through close supervision. 2. Some employees may become sluggish when given the authority to work as per their convenience. 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. These problems have to the motivation of employees in the organizations by mobilizing the staff efforts towards achieving their set goals and objectives with less cost as well as production of quality products. He instills fear among employees by threatening to cancel bonuses if deadlines are not met. Herzberg's hygiene factors. We are hiring! Each employee has a specific task to accomplish on the assembly line. The workforce, increasingly multigenerational, seeks new relationships not only with the brands they consume, with their employers as well. level needs as well as physiological and security needs. 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. Therefore, they have to motivate their employees with a carrot and stick approach. 3. the average worker has little ambition. Implications of McGregor's Theory on Teaching Method The theory x teacher will use the carrot and stick approach to motivation because he believes that the potentials of students are static . 4. T or F, Olivia loves her job as a software engineer. 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. They need little to no direction, and hence using Theory X may demotivate them and even damage personal and professional relationships between the manager and the team members. McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. D. a manager who meets Maslow's esteem needs of employees. McGregor felt that organizations and their managers followed one or the other approach: Theory X Theory X advanced the view that human beings have an innate dislike for work. 5. salary. Commitment to objectives is a function of rewards associated with their achievement. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. Theory X and Theory Y describe two very different attitudes toward workforce motivation. 2. equity theory Teachers with a Theory Y perspective (students naturally want to learn) provide increased motivation for students and promote more active learning than Theory X-style teachers who . Traditional classrooms do not enable the potential of almost all students. 4. IvyPanda. It improves the ability to recruit and retain workers who wish to balance work and home life. D)Herzberg's motivational factors. 5. reduces the total number of hours that employees work. Interestingly, Ouchi chose to name his model 'Theory Z', which apart from anything else tends to give the impression that it's a Mcgregor idea. 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. Reward systems must correspond to intrinsic factors if employees are to be motivated. 5. job enlargement. 2. salary Theory Z 2. reduces driving in rush hour traffic. Your email address will not be published. Theory X is the negative theory that focuses on supervision, and Theory Y is the positive theory that focuses on rewards and recognition. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. They have similar educational and employment backgrounds and their job descriptions are identical, but Kelsey discovers that Tatum and Octavia both make more money than she does. Consider these assumptions from the different managerial styles: Theory X. B)the humanistic view of management. And this is the essence of managing upward X-Theory managers - focus and get agreement on the results and deadlines - if you consistently deliver, you'll increasingly be given more leeway on how you go about the tasks, which amounts to more freedom. 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. 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). The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). This is an example of flextime. This theory contradicts Theory X; in this approach, managers believe that control does not motivate employees. IvyPanda. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. An example of job enlargement They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. The approach focuses on persuading employees to complete work by motivating them with incentives and punishing them if they cannot complete the task. 1. A need The use of this material is free for self-development, developing others, research, and organizational improvement. There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. We reviewed their content and use your feedback to keep the quality high. First, all managers have a theory of human work motivation. 1. intrinsic reward People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. Reduce a company's operating expenses 4. The explanation: Its not just technology, business models, products, and services that evolve, but so do people. 1. supervision Both are motivational theories and are used by managers to motivate their employees to perform better. It has been discovered that the intrinsic feedback given in the classroom setting has the greatest effect on motivation and learning. This site is developed by Dr. Serhat Kurt. 2. 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. 5. decrease in productivity as work hours increased, An ________ is the personal satisfaction and enjoyment that a person feels from attaining a goal. Selena is a programmer for a streaming company. Employees dislike their work and try to avoid completing it as much as possible. 5. specialization. Employees in lack ambition and responsibility towards their work. McGregor's Theory X corresponds to: A. the traditional view of management. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. You are free to use it for research and reference purposes in order to write your own paper; however, you Theory X managers only focus on self-actualization needs, while Theory Y managers focus on all the other types of needs. E. the equity theory. She notices that new employees become bored after about six months on the job. Employees under this theory are self-motivated and enjoy ownership of work. 26. option C is correct. B. a Theory Y manager according to McGregor. Only when these needs are met can people focus their attention on satisfying the next level of needs. He referred to these opposing motivational methods as Theory X and Theory Y management. | PDCA Change Model | Agile HR | Servant Leadership | Teal Organization | Leading by Example | Micromanagement | Retrospective Ideas | Psychological Safety | Imposter Syndrome | Team Agreements. 1. recognition Some employees require guidance and are not comfortable with undefined working boundaries. Theory X holds that employees are inherently disinclined to work and needed to be strictly controlled. Identify which of McGregor's Theory X or Theory Y corresponds with the following statement: 1. Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. He focused on employee's basic needs during the formulation of Theory X whereas during the making of Theory Y, higher needs from the hierarchy of needs model were utilized. Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. 4. 5. involvement, According to Herzberg's theory, the presence of which of the following factors is likely to motivate employees though their absence may not result in dissatisfaction? 3. by incorporating motivational factors, such as opportunity for achievement Most people are gullible and unintelligent. 5. Theory Y managers maintain more control and supervision over their employees than Theory X managers. Many workplaces originally utilized Theory X, which believes that employees are lazy and unproductive. Job sharing 3. uses workstations and facilities better by staggering employee use. 3. 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. This scenario best describes job: Giovanni was laid off from his software engineering job. Job enhancement. Correct Answer: Tags Add Choose question tag For this reason most people need to be coerced, watched, guided, threatened with punishment to make the necessary effort to reach the organizations goals. 25. option A is correct Douglas McGregor related Maslow's ideas about personal needs to management. It is the managers responsibility to identify team members requirements and select the right management style. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. In fact, there are very few persons who exactly correspond with Theory 'X' or Theory 'Y' assumptions. 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. Jobs are more satisfying when employees are provided with greater perks. 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. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. Job rotation 4. trust his employees. It increases overhead costs for companies. The average person dislikes work and will avoid it if he/she can. If we take as an example extrinsic (X) and intrinsic (Y) motivations and their context dependence. 5. Our mission is to foster educational excellence. 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. D. Herzberg's motivational factors. They marked the beginning of a concern for human relations in the workplace. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. It is a free ethical learning and development resource for people and organizations. 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? Required fields are marked *. The commitment to complete a task is based on the rewards. Theory X managers believe that workers like to work, while Theory Y managers believe that the average worker dislikes work and will avoid it when possible. (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. When workers are motivated they tend towards higher productivity in that they will produce more for a given level of resources than poorly motivated workers will. To achieve the desired performance, the manager will appoint rewards and punishments and set a rulebook of directions. 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 is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. Ideal for all companies 1. C. Herzberg's hygiene factors. C. Herzberg's hygiene factors. Once those needs have been satisfied, the motivation disappears. 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. 2. avoid micromanaging his employees. McGregor's X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. Does the team not understand the work? In managing his employees, he is most likely to: Employees self-confidence may be impeded if they are punished publicly. Abraham Maslow on the other hand developed the hierarchy of needs of a human being. Decentralization is the right way to motivate employees to complete tasks. Wed love your input. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. 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'S Theory X ) and participative ( Theory Y management to balance work and will avoid a! Is essentially what it is complete a task is based on managerial views of human behavior work! Setting has the greatest effect on motivation and learning X and Theory Y?! Each employee has a specific task to accomplish on the rewards reviewed their content and use feedback..., developing others, research, and organizational improvement employees who have just stepped the.