Read on to understand each one and find the right fit for your organization. According to McGregor, organizations with a Theory X approach tend to have several tiers of managers and supervisors to oversee and direct workers.
He writes on various HR related issues and trends that include strategic hr, performance management, best practices for recruitment, employee engagement and retention etc. Managers who follow this theory are autocratic in style and enforce rigid working procedures.
Most employees including managers fall somewhere in between these poles. Managers are more authoritarian and actively intervene to get things done.
Well, neither does bathing. Managers who follow this style of leadership allow for democratic votes on decisions and encourage discussions so that people can reach a consensus. Or do you think that they see it as a burden, and simply work for the money? What does Theory Y say?
Though these theories are very basic in nature, they provide a platform for future generations of management theorists and practitioners to understand the changing dynamics of human behavior. In contrast, Theory Y states that people enjoy the creativity of their jobs and the potential to contribute to the decision-making process in their workplace.
Managers following this style trust in the loyalty and capability of their workers and act as coaches to encourage their workers to make good decisions. An organization with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees.
These managers tend to blame your employees in most situations, without questioning the existing systems, policies, or lack of training ; which could be the real cause of failures.
Theory X Theory X managers tend to take a pessimistic view of their people, and assume that they are naturally unmotivated and dislike work. Douglas MacGregor defined Theory X and Theory Y, which are differing assumptions about human behavior in the workplace.
Although Theory Y encompasses creativity and discussion, it does have limitations. Appraisals are regular but, unlike in Theory X organizations, they are used to encourage open communication rather than control staff. This builds on the needs exhibited by Theory Y employees.
Theory X asserts that people dislike work and require discipline and control to be coerced into working. Avoid responsibility and need constant direction. A Theory X manager believes that it is his job to structure the work and energize their employees. Which theory do you subscribe to?
An office with sleep pods, the latest PlayStation consoles, work-from home options, informal dress code and office happy hours — sounds like an employee dream?Aug 14, · A manager who embraces Theory X will tend to adopt an authoritarian management style, whereas a manager who accepts Theory Y will be likely to adopt a participatory and empowering style.
Ouchi’s Theory Z/5(8). Get an answer for 'Compare the Theory X, Theory Y, and Theory Z assumptions of human relations.' and find homework help for other Business questions at eNotes.
The result was Theory Z—a development beyond Theory X and Theory Y that blended the best of Eastern and Western management practices. Ouchi’s theory first appeared in his book, Theory Z: How American Management Can Meet the Japanese Challenge.
Theory Z is an approach to management “that advocates matching the organization’s culture to that of the larger society and assumes that involved workers are the key to increased productivity.”. May 08, · In management, X, Y and Z are theories of human motivation relating to Maslow’s hierarchy of needs and how human behavior and motivation are factors in productivity.
Theory X, Y & Z of employee motivation have been used in human resource management, organizational behavior analysis, and organizational development.
Though these theories are very basic in nature, they provide a platform for future generations of management theorists and practitioners to understand the changing dynamics of human behavior.Download