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 . Students are not motivated to learn new information. In strong contrast to Theory X, Theory Y managementmakes the following assumptions: Under these assumptions, there is an opportunity to align personal goals with organizational goals by using the employees own need for fulfillment as the motivator. 2. her subordinates avoid responsibilities. 5. intrinsic need. ADVERTISEMENTS: Since theory X is based on the assumption that workers need to be supervised closely the company's applying this theory will ensure that workers are closely monitored by supervisors which will result in less time wastage by the workers leading to an increase in productivity of the workers. 1. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. McGregor's Theory X And how does Management 3.0 come into play? Our mission is to foster educational excellence. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. You'll get a detailed solution from a subject matter expert that helps you learn core concepts. Provide effective, supportive and non-intrusive supervision. Under these conditions, people will seek responsibility. By clicking Accept, you consent to the use of ALL the cookies. It increases employee turnover. Douglas McGregor spent the end of the 1950s and the early 1960s working on his motivation theory. 2020-2023 Quizplus LLC. 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. D. Herz berg's motivational factors. Douglas McGregor's Theory X and Theory Y. 2. Behavior modification. 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. 1. Guha is satisfying a physiological need. 3. E. the equity theory. Employees under this theory are self-motivated and enjoy ownership of work. 2. Commitment to objectives is a function of rewards associated with their achievement. Aliyah is likely to assume that: Managers assume that employee demotivation can be solved through a decentralized method in which collaboration, trust, and team relationships are enhanced. Theory Z is often referred to as the 'Japanese' management style, which is essentially what it is. However, beyond this commonality, theattitudes and assumptionsthey embody are quite different. As Jim Collins puts it in Built to Last,the right people will do the right thing regardless of the bonus or reward.. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. 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. Students find learning inherently challenging and are only expected to have limited success in the course. Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. Since quantitative metrics are not a focus in this theory, it becomes hard to measure employee growth and success. 3. the equity theory. Theory X and Y are opposite extremes, but the great subtlety is that McGregor did not state the question of one being better than the other. 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. C. people will seek and accept responsibility. 5. Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual's motivational requirements could be ordered as a hierarchy. C. Herzberg's hygiene factors. 4. Workers need consistent rewards and punishments to ensure their task is completed. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. Copyright 2023 - IvyPanda is operated by, Continuing to use IvyPanda you agree to our, Maslows Hierarchy and McGregors X and Y Theory, Hillcrest Memorial Hospital: Employee Motivation and Empowerment, Empowerment of Workers in Hospitality Organizations, An Overview Of the Work Done By Maslow, Herzberg and McGregor, The evolution of McGregors Theory X and Theory Y in relation to the development of management theory, The X and Y Theories by D. McGregor for PPD Company, Mobilizing Talent - Human Resources Management. He believed that by following Theory Y, supervisors could motivate their workers to achieve their highest potential. 1. We are hiring! Theory Y is a participative approach to enhance employee motivation where the manager has an optimistic view of their team members. 2. creating a work-friendly environment. Once those needs have been satisfied, the motivation disappears. According to managers who adopt McGregor's Theory X: A. people enjoy work. D. Herzberg's motivational factors.E. An average employee seeks responsibility to become more motivated. B. work is as natural as play or rest. Herzberg's hygiene factors. 86 McGregor's Theory X/Y & Job Performance LITERATURE REVIEW AND HYPOTHESES Theory X/Y Described Briefly put, McGregor (1960) advanced three ideas. The commitment to complete a task is based on the rewards. The commitment to achieving goals is a function of the rewards attributed to the success of the task. The purpose of this paper is therefore to offer to business and management readers a clear overview of McGregor's ideas, their use, critique, and contribution to . Traditional classrooms do not enable the potential of almost all students. 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. McGregor's Theory X & Y describe divergent managerial beliefs about what motivated employees. Maslow's Hierarchy and McGregor's X and Y Theory. They need guidance throughout their work journey and look for a controlled management system to understand the task well and complete it on time. What does this scenario highlight about laid-off workers in terms of Maslow's hierarchy of needs? 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. Kelsey, Tatum, and Octavia were all hired at the same time to work for a public relations agency. Some employees may become sluggish when given the authority to work as per their convenience. Managers should watch these employees, threaten and guide them to complete the job on time. Theory X and Theory Y were part of McGregor's philosophy of management, which represented a fundamental change in management thought and practice. Not all employees can work in strict and controlled environments; it can decrease productivity. 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. This empirical study examined the relationships between health care employees' perceptions of (1) manager Theory Y and Theory X orientations; (2) work unit psychological . An authoritative management style can hamper employee learning, building, and development. The Theory X and Theory Y created by Douglas McGregor in 1950s and developed later in the 1960s. 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 . People will use work to satisfy their lower needs and seek to satisfy their higher needs during their leisure time. 3. For this reason, HR must enable, together with everyone in a company, a new look at people and their relationships, adopting assumptions that are more appropriate to the moment and this new workforce. Jobs are more satisfying when employees are provided with greater perks. 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 will write a custom Coursework on Maslows Hierarchy and McGregors X and Y Theory specifically for you for only $11.00 $9.35/page. The clothing retailer has achieved success by empowering its employees to make their own decisions and follow their passions. Theory X says people don't like to work and will avoid it if they can. . The capacity for creativity spreads throughout organizations. First, all managers have a theory of human work motivation. Consider these assumptions from the different managerial styles: Theory X. 1. This website uses cookies to improve your experience while you navigate through the website. 2. 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. Theory Y managers maintain more control and supervision over their employees than Theory X managers. 3. extrinsic reward This is an example of flextime. Physical and mental effort at work is as natural as leisure or rest. It is based on the assumption that self-direction, self-control, and maturity control motivation. 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. McGregors Theory X and Theory Y explained. Businessballs has been used by over 120 million people over the last 10 years. Theory X and Theory Y: Which Enhances the Staffs Performance Better? This company has adopted: must. hygiene factor? Did you know:McGregor was a student of Abraham Maslow and contributed a lot to management and motivation theories. 4. physiological needs Please note, that they were not created by McGregor. 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. Does the team not understand the work? 1. esteem needs T or F. A compressed workweek is: 1. providing opportunities for employee growth Theory Y is McGregor's other modem view of the nature of man. 2. On the other hand, managers who adopt Theory Y assumptions shape systems where trust in people is one of the central pillars. Responsibility for their own learning will be as natural to the students as other responsibilities. There are many similarities between Theory X Theory Y and Abraham Maslows Hierarchy of Needs. The hard approach results in hostility, purposely low output, and extreme union demands. Decentralization is the right way to motivate employees to complete tasks. Rosalyn is a social media manager. 5. Theory X and Theory Y suggest two aspects of human behavior at work. 5. a system that allows employees to choose to work part of a week from home. Most people are not ambitious, have little desire for responsibility, and prefer to be directed. 5. job enlargement. Is there an internal conflict between team members? 4. likely to increase overhead costs for businesses. Douglas McGregor's conceptualization of Theory X and Theory Y has influenced management practices for almost six decades, despite the relative paucity of empirical support. 5. 4. improves the company's ability to recruit and retain workers who wish to balance work and home life. Herzberg's hygiene factors. 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