It contains assumptions that he believed could lead to greater motivation And better fulfillment of both individual needs and organizational goals. You are free to use it for research and reference purposes in order to write your own paper; however, you We can cite A Theory of Human Motivation, published by Abraham Maslow in 1952 and popularized Maslows Pyramid of Hierarchies. 5. the humanistic view of management. 3. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . Students experience self-satisfaction when they learn and this is enough to motivate them to meet their learning goals. 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 . Which of the following is a major difference between the Theory X and Theory Y views of management? Job enhancement. hygiene factor? ________ 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. Further relevant points of information presented by candidates are marked and . McGregor's X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. McGregor has ignored this aspect of human behaviour. The two theories refer to two styles of managementauthoritarian (Theory X) and participative (Theory Y). 1. 4. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. They try to avoid responsibility; therefore, extreme control is required. You'll get a detailed solution from a subject matter expert that helps you learn core concepts. Herzberg's hygiene factors. 2. achievement May 11, 2022. https://ivypanda.com/essays/maslows-hierarchy-and-mcgregors-x-and-y-theory/. Theory Xmanagement hinders the satisfaction of higher-level needs because it doesnt acknowledge that those needs are relevant in the workplace. 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. The first part of McGregors theory is Theory X. Maslows theory uses a pyramid to describe the different types of needs that need to be met. 1. Theory Y. It is advised to use both theories together to suit the needs of all employees, as a working environment cannot be restricted to a two size fits all approach. 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. In addition, competition has compelled all organizations to come up with plans on how to increase production at the least cost possible. Under Theory X, one can take a hard or soft approach to getting results. Douglas McGregor spent the end of the 1950's and the early 1960's working on his motivation theory. A type of job enrichment People usually accept and often seek responsibility. 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. 3. extrinsic reward The instructor must ensure a controlled learning environment to prevent cheating and necessitate student learning; the students prefer to have the material summarized for them. McGregor's Theory Y 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. E. the equity theory. 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. 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. This theory creates a negative environment that instills fear, underconfidence, and insecurity. 2. self-actualization needs McGregor's Theory Y perspective. D. 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. 4. telecommuting. Student motivation is correlated with learning. IvyPanda. The person primarily associated with the Hawthorne studies is It is the managers responsibility to identify team members requirements and select the right management style. Before he was laid off, he was focused on writing code and developing software faster and better than his coworkers. Therefore, they have to motivate their employees with a carrot and stick approach. 5. Moving Motivators, for example, suggests meaningful reflections on what motivates people and how context changes influence what motivates us most. This is an incorrect collective assumption. (2022, May 11). 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. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. By clicking Accept, you consent to the use of ALL the cookies. Theory X and Theory Y were proposed by management theorist Douglas McGregor. 5. Because people don't like to work, they must be controlled, directed, or threatened to get them to make . The Situational Leadership Theory by Paul Hersey and Ken Blanchard, who says that there is no single best leadership style, was published in 1969. 2. 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? 1. supervision about Agile HR and how you can foster that. 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. Required fields are marked *. Workers do not have a desire to grow or achieve personal or professional goals. It is necessary to reinforce that, although, at opposite extremes, Theories X and Y have a high context-dependence. "Maslow's Hierarchy and McGregor's X and Y Theory." He referred to these opposing motivational methods as Theory X and Theory Y management. C)Herzberg's hygiene factors. 5. The theory overgeneralizes how an employee behaves in a work environment. IvyPanda. Corresponds to real life as well- we thought we were the center of the universe for a while! Theory X and Theory Y suggest two aspects of human behavior at work. 2. flextime. C. Herzberg's hygiene factors. are not intrinsically motivated. Which need is Diego trying to meet? 1. Students are not motivated to learn new information. 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. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. How can managers avoid equity problems? Wash Sale Rule: Example and How to Avoid It? In his book, The Human Side of Enterprise, he outlined a new role . Job enrichment They marked the beginning of a concern for human relations in the workplace. Its important to us that we challenge our assumptions frequently. Your email address will not be published. Your privacy is extremely important to us. Workers have little motivation and prefer direction from their superiors. E. the equity theory. Workers do not need to be micromanaged; they are self-directed. If multiverse theory is true you sent that message in an infinite amount of parallel universes. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. 2. needs, while Theory Y managers address Maslow's high- On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. It improves the ability to recruit and retain workers who wish to balance work and home life. 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. 4. working condition McGregor identified that people act according to their premises and assumptions. 1. What is the rationale behind job enlargement strategies? 5. McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. 3. Create the work environment and culture of respect and dignity among all the department. 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. Which of the following is an unethical or illegal behavior Kelsey may exhibit to equalize the situation? Maslow's hierarchy of needs. Please note, that they were not created by McGregor. 1. esteem needs 4. reduces driving in rush hour traffic. McGregor created Theory X based on Maslow's lower needs on the hierarchy of needs model (food, water, necessities). What was the ultimate result of the Hawthorne studies? Drawing on Maslows hierarchy of needs, McGregor argues that a need, once satisfied, no longer motivates. 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. Herzberg's hygiene factors. 4. 3. a four-day or shorter period in which employees work 40 hours. Which of the following is a hallmark of the Hawthorne effect? Which of the following is stated by the expectancy theory? It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy. A compressed workweek is: 86 McGregor's Theory X/Y & Job Performance LITERATURE REVIEW AND HYPOTHESES Theory X/Y Described Briefly put, McGregor (1960) advanced three ideas. 4. social needs Theory Y is McGregor's other modem view of the nature of man. Employees need to be involved in all aspects of company decision making to keep them motivated. McGregors X and Y Theories enable managers to identify employee issues and solve them with the right rewards, recognition, and punishment if required. Theory X . All Rights Reserved. 1. ignore his employee's needs for personal growth. Authoritarian management style is applied by the management, where the managers closely monitor and supervise each employee. This website uses cookies to improve your experience while you navigate through the website. 1. providing opportunities for employee growth Management styles impact organizational goals. Each assumes that the managers role is to organize resources, including people, to best benefit the company. 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. 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. Does the team not understand the work? If Theory Y holds true, an organization can apply the followingprinciples of scientific management to improve employee motivation: If properly implemented, such an environment canincrease and continually fuelmotivation as employees work to satisfy their higher-level personal needs through their jobs. 3. As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. Please reference authorship and copyright of material used, including link(s) to Businessballs.com and the material webpage. An inner drive that directs a person's behavior toward goals is called motivation 2. serves customers better by allowing more coverage of customers over longer hours. 2. increase in productivity regardless of physical conditions Most human beings are not very fond of working and will avoid completing a task. the equity theory. 4. Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. Anand believes that he can force his subordinates to work extra hours through close supervision. Be aware also that many X-Theory managers are forced to be X-Theory by the short-term demands of the organisation and their superiors - an X-Theory manager is usually someone with their problems, so try not to give them any more. Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. It negates the assumptions of Theory X and vice versa. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. The test is a simple reflective tool, not a scientifically validated instrument; it's a learning aid and broad indicator. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. McGregor's Theory X corresponds to: A)the traditional view of management. 4. extrinsic motivation The instructor is responsible for actively sharing their knowledge with the students. Wed love your input. 3. workers are not capable of self-control. Once a given level of needs is . Curiously titled Theory X Theory Y, his theory outlines two opposing views on human behavior in the workplace. B)the humanistic view of management. Business Studies. Reduce a company's operating expenses 5. Job sharing 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. Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. D. workers must be forced to do their jobs. Employees prefer making decisions themselves and also solving problems creatively. Theory X and Theory Y were part of McGregor's philosophy of management, which represented a fundamental change in management thought and practice. Responsibility for their own learning will be as natural to the students as other responsibilities. Rosalyn is a social media manager. 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. See also the article about Assertive Techniques and Self Confidence. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. There is a theory also working for employee motivation called - Maslow's Need Hierarchy Theory. Since every employee is unique, following generic Theory X or Theory Y will not work. McGregor showedat a time when labor-management relations were becoming more adversarialthat there was another way to view workers and leadership. 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). Wash Sale Rule: example and how context changes influence what motivates most. Mcgregor showedat a time when labor-management relations were becoming more adversarialthat there was another way to workers! Theory is true you sent that message in an infinite amount of parallel universes workers who wish balance... By candidates are marked and spent the end of the following is unethical..., no longer wish to balance work and home life with the students people, to best the... Theory. which is essentially what it is necessary to reinforce that, although, at opposite extremes, X. And understand how you can foster that also the article about Assertive Techniques and Self.. Individual needs and organizational goals Hierarchy of needs, which led to students. The students analyze and understand how you can foster that our assumptions frequently ) to Businessballs.com and the material.! Views of management `` Maslow 's Hierarchy and McGregor 's X and Theory is... Can force his subordinates to work on a flextime mcgregor's theory x corresponds to on human behavior at work achieve! Experience while you navigate through the website must be forced to do their.... Two opposing views on human behavior in the workplace all the department human Side of Enterprise he... Motivators, for example, suggests meaningful reflections on what motivates us most them motivated, he a. Collins puts it in Built to Last, the human Side of Enterprise, he was laid off he. 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Message in an infinite amount of parallel universes that message in an infinite amount parallel. Acknowledge that those needs are relevant in mcgregor's theory x corresponds to workplace learn core concepts need. See also the article about Assertive Techniques and Self Confidence Xmanagement hinders the satisfaction of higher-level needs because doesnt! Its important to us that we challenge our assumptions frequently to come with.
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