Operant conditioning T or F, Olivia loves her job as a software engineer. 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. Theory X 1. providing opportunities for employee growth It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. McGregor's 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. 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. Facilitator Andr Cruz digs into it. 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. We are talking about a model that generated positive results in the industrial age until the end of the 20th century. 5. 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. 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. 2. salary One day, she decides to compare the company's engagement data against the company's top competitor and shares the insights with her boss. 5. the humanistic view of management. The other group belongs to theory Y and are participative and to them, work is as natural as play. 2. Employees often think about quitting their jobs as their dislike of the work amplifies. Authoritarian management style is applied by the management, where the managers closely monitor and supervise each employee. Theory Y managers maintain more control and supervision over their employees than Theory X managers. Instead, self-actualization, self-esteem, and social needs must be fulfilled to motivate the team members. Sadly these cookies aren't the yummy kind, but the kind that help improve your website experience. To McGregor, a steady supply of motivation seemed more likely to occur underTheory Y management. Managers following this theory encourage their team members to participate in different activities. Maslow believes that higher level needs can be met through a . There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. Work is a factor in peoples achievement, not just a way of survival; it is not just to pay the bills. Managers with Theory X attitudes hold that subordinates dislike work, avoid work if they can, and show little ambition. Students are naturally predisposed to learn. 2 (a) and (b) display the true stress-strain and true stress-time curves at different strain rates of 10 3 s 1, 5 10 4 s 1, 2 10 4 s , 1 and 5 10 5 s 1.It is apparent from the figures that the serrated flow occurred at all four strain rates when NaI:Tl was deformed in vacuum, and that the magnitude of the serrations increased with the applied strain . B. work is as natural as play or rest. Yet . These do not require any motivation to work. 2. Do you want to contribute to the future growth of Management 3.0? Managers also have assumptions about their employees in Theory Y: These assumptions lead to a better managerial approach and this greater satisfaction in the workplace. Each location has a manager who runs the location as they see fit. 4. when two people do one job. Systems based on rewards and punishments can generate dangerous side effects, such as lack of innovation, harmful competitiveness, and unethical behavior on the part of the team. B. the humanistic view of management. 2020-2023 Quizplus LLC. 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. 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's Theory X corresponds to: A. the traditional view of management. As a result, the only way that employees can attempt to meethigher-level needs at work is to seek more compensation, so, predictably, they focus on monetary rewards. E. the equity theory. Theory X . D. Herzberg's motivational factors. 1. a system that allows employees to choose their starting and ending times as long as they are at work during a specified core time. B)the humanistic view of management. Fig. 3. In a fair situation, a person receives rewards proportional to the contribution he or she makes to the organization. B. the humanistic view of management. 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? Please note that Theory Z is not a Mcgregor idea and as such is not Mcgregor's extension of his XY theory. If an employee is not motivated, the manager will provide the employee with more responsibility and authority. 4. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. What is the rationale behind job enlargement strategies? 5. the average worker prefers to be directed. 2. achievement 2. flextime. Turn your workplace into a happy workplace! An example of job enlargement Once a given level of needs is . Under appropriate conditions, the human being, on average, leans towards not only accepting but also looking for responsibilities. Rosalyn is a social media manager. An average employee seeks responsibility to become more motivated. Employees prefer making decisions themselves and also solving problems creatively. However, neither of these extremes is optimal. In managing his employees, he is most likely to: Job rotation 4. working condition McGregor argued that the employees of an organization could be broadly classified into two groups. 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 . McGregor's Theory Y corresponds to: 1. Most people are self-centered. Managers believe employees are not motivated because they dislike the work. In addition, competition has compelled all organizations to come up with plans on how to increase production at the least cost possible. 3. All Rights Reserved. Necessary cookies are absolutely essential for the website to function properly. But what does it mean in practice? CC licensed content, Specific attribution, Organizational Behavior and Human Relations, https://web.archive.org/web/20160203121235/http://www.envisionsoftware.com/articles/Theory_X.htmlhttps://web.archive.org/web/20160203121235/http://www.envisionsoftware.com/articles/Theory_X.html, https://courses.lumenlearning.com/wmopen-introductiontobusiness/chapter/introduction-to-theory-x-theory-y-and-theory-z/, Differentiate between Theory X and Theory Y. B. the humanistic view of management. Theory Y is McGregor's other modem view of the nature of man. 4. Please reference authorship and copyright of material used, including link(s) to Businessballs.com and the material webpage. 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. where represents the spatially averaged SSTAs in the Nio3.4 region (170-120W, 5S-5N) or equivalently the Nio3.4 index, h denotes the averaged thermocline depth (zonal wind stress) anomaly in the central-to-eastern equatorial Pacific (120E-80W, 5S-5N), and F (mc) is the sea surface heat flux anomaly (heat capacity of . They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. His ideas suggest that there are two fundamental approaches to managing people: Many managers tend toward Theory X and generally get poor results. Theory X is useful for less experienced employees who have just stepped into the professional world. They marked the beginning of a concern for human relations in the workplace. Under these conditions, people will seek responsibility. Consider the same example discussed above, assuming the same manager now follows McGregors Theory Y of motivation and believes in decentralization. 3. a compressed workweek. Although new theories and practices have emerged regarding the theme, the foundations and principles of motivation are from a long time ago. 1. a four-day or shorter period in which employees work 40 hours. 3. This theory contradicts Theory X; in this approach, managers believe that control does not motivate employees. It is not necessary to threaten students with lower grades; they are not naturally lazy. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. Students have large amounts of creative thinking and innovation that is applied throughout their learning journey. Under Theory X, one can take a hard or soft approach to getting results. . Some employees require guidance and are not comfortable with undefined working boundaries. People will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment. The database is updated daily, so anyone can easily find a relevant essay example. Theory Z was developed by William Ouchi, in his book 1981 'Theory Z: How American Business can meet the Japanese Challenge '. 4. She views her company favorably, and she enjoys working with her colleagues. What is an advantage of using a flextime schedule? ADVERTISEMENTS: 1. ________ states that motivation depends not only on how much a person wants something but also on the person's perception of how likely he or she is to get it. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. (2022) 'Maslow's Hierarchy and McGregor's X and Y Theory'. Organizational goals can be achieved by trusting the employees judgment. This has in turn led to the adoption of different theories on employees and leadership such as the Maslow Hierarchy and McGregors Theory X and Y among others. Motivation occurs only at the physiological and security levels of Maslows hierarchy of needs. The next part of McGregors theory is Theory Y. 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. Morale. While money may not be the most effective way to self-fulfillment, it may be the only way available. 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 higher-level needs of esteem and self-actualization are ongoingneeds that, for most people, are never completely satisfied. Please note, that they were not created by McGregor. 2. T or F, Good News, a public relations agency, has a rule that employees can choose their start and end times as long as they were in the office between 9:30 a.m. and 3:30 p.m. 3. uses workstations and facilities better by staggering employee use. So far, I have spoken about how assumptions operate and how leadership shapes our attitudes as leaders or subordinates and the organizational culture. The soft approach results in a growingdesire for greater reward in exchange for diminished work output. Job enhancement. Thus, according to the Theory, there are two groups of managers:Theory X managers and Theory Y managers, both with a contrary set of assumptions. Therefore, it often cannot push employees to perform better. McGregor showedat a time when labor-management relations were becoming more adversarialthat there was another way to view workers and leadership. McGregor's Theory Y corresponds to: A. the traditional view of management. Work can be as natural as play if the conditions are favorable. McGregor's Theory Y Which of the following is a hallmark of the Hawthorne effect? Both are motivational theories and are used by managers to motivate their employees to perform better. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". 5. 3. job enhancement McGregor's Theory Y corresponds to: A. the traditional view of management. Therefore, they have to motivate their employees with a carrot and stick approach. Each week she schedules posts for Instagram and Facebook and reports engagement data to her manager. 1. job sharing. Herzberg's motivational factors. Employees are motivated by self-control and not external control. 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. Both of them refer to a new style of management and human motivation. D. a manager who meets Maslow's esteem needs of employees. Herzberg's two-factor theory focused on the environment where work is done. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . They should be able to differentiate the theory X and theory Y workers thus motivating the theory X workers who are deemed lazy to work hard. This is IvyPanda's free database of academic paper samples. Herzberg's hygiene factors. Allow employees to move from one job to another They believe that the following statements are true of workers: 1. 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???? Workers have little motivation and prefer direction from their superiors. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. 1. ignore his employee's needs for personal growth. Theory X says people don't like to work and will avoid it if they can. The leaders should be able to mobilize the other workers and motivate them by Maslows hierarchy of needs for output maximization. 5. the average worker prefers to be directed. Now, Diego focuses on being the best he can be. "Maslow's Hierarchy and McGregor's X and Y Theory." Maslows theory uses a pyramid to describe the different types of needs that need to be met. McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). This leads to more collaborative, participatory environments where decisions are shared and a greater sense of purpose is shared. 4. physiological needs 3. workers are not capable of self-control. about Agile HR and how you can foster that. A problem McGregor's management theory involves the idea that there are two types of managers Theory X and Theory Y. Theory X is an authoritative approach to motivating employees where the manager has a pessimistic opinion about their team members. The XY Theory diagram and measurement tool below (pdf and doc versions) are adaptations of McGregor's ideas for modern organisations, management and work. 2. extrinsic need They encourage employees to be the best version of themselves at work by improving their skills and suggesting better ways to perform well. We are hiring! Therefore, not only can leadership style be situational, but so can motivation. McGregors X and Y Theories was developed by social psychologist Douglas McGregor in the 1960s. 4. the traditional view of management. He referred to these opposing motivational methods as Theory X and Theory Y management. Motivation is a topic that is being discussed more and more as the world continues to change at an exponential rate. 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. 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Their dislike of the nature of man and Facebook and reports engagement data her. Be able to mobilize the other workers and motivate them by Maslows Hierarchy of needs this leads to more,...