Ouchis Theory Z makes certain assumptions about workers. In the 1960s, social psychologist Douglas McGregor developed Theory X and Theory Y to explain how managers' beliefs about what motivates their employees can influence their management style. Douglas McGregor was a management professor at Massachusetts IT university, Cambridge in the 1950s, and published a few articles and books as well. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. This theory states that managers evaluate the workplace and choose their leadership style based upon both internal and external conditions presented. Question: D Question 21 1 pts A manager who subscribes to Theory X believes in the importance of TQM that people prefer to be directed that people naturally seek out work in the contingency approach to management that people are committed to goals D Question 22 1 pts Theory X managers believe workers are O committed lazy happy needy O lucky Each assumes that the managers role is to organize resources, including people, to best benefit the company. One assumption is that theyseek to build cooperative and intimate working relationships with their coworkers. Some people prefer micromanaging and leading, and some people prefer giving space. Theory X managers are likely to believe that: A.the average person dislikes work and will seek to avoid it when possible. Theory X and Theory Y are two contrasting models of how your work force can be motivated. Try refreshing the page, or contact customer support. Self-determination Theory Self-determination theory suggests that people are motivated to grow and change by three Which of the following is a behavior that would most likely b They lack ambition and physiological and safety factors motivate them. These managers also believe employees would rather . Theory X is a management style and way of thinking that suggests people are purely motivated by earning income to support their personal goals. Reason In theory X, the manager believes that employees are lazy, and they avoid doing work properly. Textbook content produced by OpenStax is licensed under a Creative Commons Attribution License . During the 1980s, American business and industry experienceda tsunami of demand for Japanese products and imports, particularly in the automotive industry. People come to leadership positions through two dynamics. An organization with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees. This leader behavior is recommended when decision-making time is limited, when tasks are routine, or when organizational members have sufficient expertise to determine appropriate role behaviors. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. Once surgery begins, however, the surgeon is completely in charge. An organization with this style of management encourages participation and values individuals' thoughts and goals. [14] Mission Command, for example, is a command philosophy to which many modern military establishments aspire, and which involves individual judgment and action within the overall framework of the commander's intent. So they must be controlled and coerced to get the job done. Hate the idea of having to go to work and do so only to earn a paycheck and the security that it offers. c. employees are motivated mainly by the chance for advancement and recognition. the average person dislikes work and will seek to avoid it when possible. Hi, [6] Theory X is a "we versus they" approach, meaning it is the management versus the employees. Theory X assumes that people dislike work and will avoid doing anything they don't have to do. Theory X managers are likely to believe that employees are lazy, fear-motivated, and in need of constant direction. Douglas McGregor's Theory X and Theory Y. Leaders hold a unique position in their groups, exercising influence and providing direction. They are not lazy at all. The employees could prefer responsibility and show willingness, depending on their traits. If you agree with Joseph, you will likely agree with Theory X, which refers to a more authoritarian style of managing. C. employees are motivated mainly by the chance for advancement and recognition. [6] Managers are always looking for mistakes from employees, because they do not trust their work. He referred to these opposing motivational methods as Theory X and Theory Y management. Intervention of the management is considered to be important to deal with passive, resistant workers. Most people have little aptitude for creativity in solving organizational problems. The Theory X manager assumes employees hate the idea of having to go to work and do so only to earn a paycheck and the security it offers. One view holds that in traditional organizations members expect to be told what to do and are willing to follow highly structured directions. A study of 3,600 managers from 14 countries reveals that most of them held assumptions about human nature that could best be classified as Theory X.37 Even though managers might publicly endorse the merits of participatory management, most of them doubted their workers capacities to exercise self-direction and self-control and to contribute creatively.38, Contemplating the central role of problem-solving in management and leadership, Jan P. Muczyk and Bernard C. Reimann of Cleveland State University offer an interesting perspective on four different leadership styles (see Exhibit 13.7) that revolve around decision-making and implementation processes.39. Theory X managers are likely to believe that: most employees know more about their job than the boss. The idea that a managers attitude has an impact on employee motivation was originally proposed by Douglas McGregor,a management professor at the Massachusetts Institute of Technology during the 1950s and 1960s. Theory of X and Y is a theory on human work and motivation developed by Douglas McGregor. d. job satisfaction is primarily related to higher order needs. I would definitely recommend Study.com to my colleagues. Except where otherwise noted, textbooks on this site Abraham Maslow and McGregor both gave popular theories on motivation. On the other hand, if you believe that your people take pride in their work and see it as a challenge, then you'll more likely adopt a participative management style . "Mission Command and Agile C2." Theory X managers tend to take a pessimistic view of their people, and assume that they are naturally unmotivated and dislike work. Self-actualization and creativity were given importance in Theory Y. With this intuitive, cloud-based solution, everyone can work visually and collaborate in real time while building flowcharts, mockups, UML diagrams, and more. As an Amazon Associate we earn from qualifying purchases. It follows the idea that there is no single way to organize a company or make decisions. They also dislike change and tend to resist it at all costs. As a result, the only way that employees can attempt to meet higher-level needs at work is to seek more compensation, so, predictably, they focus on monetary rewards. Enrolling in a course lets you earn progress by passing quizzes and exams. Humanistic psychologist Abraham Maslow, upon whose work McGregor drew for Theories X and Y, His ideas gained most of their momentum in the 1960s, when the American and Western workforce was at a crucial transition from factory work of the Industrial Revolution to more collaborative technology-centered teamwork, aided no doubt by the Womens Labor Movement and the dawn of computing technology. Good leaders, whether formal or informal, develop many sources of power. In the 1970s, 1980s, and 1990s, McGregor's conceptualization of Theory X and Theory Y were often used as the basis for discussions of management style, employee involvement, and worker motivation. Reward and legitimate power (that is, relying on ones position to influence others) produce inconsistent results. Its assumptions about the value of individual initiative make it more a Theory-Y than a Theory X philosophy.[15]. Thus, Salancik and Pfeffer reason that power and thus leadership flow to those individuals who have the ability to help an organization or group [overcome its critical contingencies]. Work in organizations that are managed like this can be repetitive, and people are often motivated with a "carrot and stick" approach. This is a negative view of the nature of workers. Leaders who rely on reward power develop followers who are very measured in their responses to [what? This style is appropriate when participation has both informational and motivational value, when time permits group decision-making, when group members are capable of improving decision quality, and when followers are capable of exercising self-management in their performance of work. These differing management styles have been coined in the academic management community as Theory X and Theory Y. Lets break each down and see how they apply in the workplace. The permissive autocrat mixes his or her use of power by retaining decision-making power but permitting organizational members to exercise discretion when executing those decisions. Vassiliou, Marius, David S. Alberts, and Jonathan R. Agre (2015). Theory X managers are likely to believe that: Answer 17) a. the average employee dislikes work and will seek to avoid it when possible. It is also used in unskilled labor organizations or production firms. In Theory X, Douglas McGregor summarizes the traditional view of management in a number of characteristic assumptions in which autocratic leadership style, close supervision and the hierarchical principle are the key elements. A Theory X management style may be well-suited for this type of structured, process-driven workplace. An error occurred trying to load this video. We refer to this person as the designated leader (in this instance the designated and formal leader are the same person). As a Theory X manager, Xavier believes that his workers: Hate the idea of having to go to work and do so only to earn a paycheck and the security that it offers. Most people can handle responsibility because creativity and ingenuity are common in the population. job satisfaction is primarily related to higher order needs. This short quiz does not count toward your grade in the class, and you can retake it an unlimited number of times. http://www.envisionsoftware.com/articles/Theory_X.html, https://pixabay.com/en/idea-businessman-man-outline-suit-1460935/, http://vle.du.ac.in/mod/book/view.php?id=8344&chapterid=10377, CC BY-NC-SA: Attribution-NonCommercial-ShareAlike, https://commons.wikimedia.org/wiki/File:Toyota_Plant_Ohira_Sendai.jpg. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. McGregor acknowledged both types of managers as being a legitimate means of motivating employees, but he felt that you would get much better results through the use of Theory Y rather than Theory X. This management style assumes that the typical worker has little ambition, avoids responsibility, and is individual-goal oriented. Typically, managers who apply theory X are more authoritarian. An optimal managerial style would help cultivate worker creativity, insight, meaning and moral excellence. In sum, one key to effective leadership, especially as it pertains to the exercise of social and interpersonal influence, relates to the type of power employed by the leader. Theory Y leaders are much more likely to adopt involvement-oriented approaches to leadership and organically designed organizations for their leadership group. In general, Theory X style managers believe their employees are less intelligent, lazier, and work solely for a sustainable income. 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. Empirical evidence concerning the validity of Theory X and Theory Y, however, was mixed. Because of this, a Theory X approach may be necessary although I believe it's best to give people the benefit of the doubt and go with a more empowering approach to begin with. It helped me pass my exam and the test questions are very similar to the practice quizzes on Study.com. Once those needs have been satisfied, the motivation disappears. [10] In comparison to Theory X, Theory Y incorporates a pseudo-democratic environment to the workforce. With a workplace centered on trust, its important not only to instill trust in your teammatesbut also in the right technology to get the job done. According to the Theory of X and Y, there are 2 categories of managers . I see Theory X and Theory Y as two natural divisions of people; groupings into those who dislike working and those who are inclined to working without persuasion. employees are motivated mainly by the chance for advancement and recognition. One of the critical difference between theory Y and theory X is that employees in theory X are associated with adverse traits while employees under theory Y are associated with positive characteristics. then you must include on every physical page the following attribution: If you are redistributing all or part of this book in a digital format, Finally, Theory Z assumes that given the right management support, workers can be trusted to do their jobs to their utmost ability and look afterfor their own and others well-being. Although Theory Y encompasses creativity and discussion, it does have limitations. In many instances, people are put into positions of leadership by forces outside the group. These credits give the individual a status that allows him to influence the direction that the group takes as it works to achieve its goals.27. Peopleare motivated by money and fears about their job security. It refers to the management style that believes in authoritarian and controlling behavior. then you must include on every digital page view the following attribution: Use the information below to generate a citation. These managers tend to be more present in entry-level jobs where productivity and process are favored over independence or innovation, but they may show up at any company level and in any industry. An individual who was self- motivated was best left alone in a. Theory X can benefit a work place that utilizes an assembly line or manual labor. Management Styles Theories, Types & Examples | What is Management Style? Several assumptions form the basis for this theory. As a result, they think that team members need to be prompted, rewarded or punished constantly to make sure that they complete their tasks. Theory X Theory X. 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. People need more than monetary rewards or the threat of punishment to do their jobs. They're full of potential, and it's through their own. I think there is a little misconception here. A formal leader is that individual who is recognized by those outside the group as the official leader of the group. Organizations that use self-managed work teams allow members of the team to select the individual who will serve as their team leader. Managers let employees use self-direction and self-control to do their jobs instead of coercing or forcing them. McGregor's Theory X and Theory Y is about judging the needs and character of your people. Another colleague, Joseph, sees him as a worker who performs just for the sake of money. A lot of control and supervision could lead to resentment and will not help in facilitating innovative or creative ideas. Under Theory Z management, not only do workers have a sense of cohesion with their fellow workers, they also develop a sense of order, discipline, and a moral obligation to work hard. job satisfaction is primarily related to higher-order needs. When researchers study trends in occupational inequality they usually focus on distribution or allocation pattern of groups across occupations, for example, the distribution of men compared to women in a certain occupation. McGregor cautioned both types of managers against what he called self-fulfilling prophecies, whereby an employee will act just as the manager assumed he or she would due to the manager's own actions and behaviors. In modern days and times, Theory Y works more effectively. Theory X managers and supervisors are sometimes called micro-managers. In the process of building their power base, effective leaders have discovered that the use of coercive power tends to dilute the effectiveness of other powers, while the development and use of referent power tends to magnify the effectiveness of other forms of power. Theory X starts from the assumption that people are naturally lazy, want to avoid work as much as possible, do not wish to take responsibility, have no . Theory Y managers are likely to believe that employees are motivated by the value of their contribution. This suggests that a leader may use and employ power in a variety of ways. In general, Theory X style managers believe their employees are less intelligent, lazier, and work solely for a sustainable income. citation tool such as, Authors: David S. Bright, Anastasia H. Cortes. workers must be controlled in order to achieve a company's goalsb. The rationale for the drawn-out time frame is that it helps develop a more dedicated, loyal, and permanent workforce, which benefits the company; the employees, meanwhile, have the opportunity to fully develop their careers at one company. Situational Leadership Theory & Styles | What is Situational Leadership? They also dislike change and tend to resist it at all costs. The two theories divide employees; those that inherently dislike work and those that inherently do like work. They are not inherently irresponsible or lazy. Work can be as natural as play if the conditions are favorable. Business Case Study: Apple's Management Style, Henri Fayol's Principles of Management | Summary & Explanation, Marginal Tax Rate Concept & Formula | How to Calculate Marginal Tax Rate, Decision Making Skills & Techniques | How to Improve Decision Making. [3] According to Maslow, a human is motivated by the level they have not yet reached, and self-actualization cannot be met until each of the lower levels has been fulfilled. The Theory X leader assumes that the average individual dislikes work and is incapable of exercising adequate self-direction and self-control. He mentioned Theory X and Theory Y in his book, The Human Side of Enterprise, published in 1960. In fact, most work groups contain at least one informal leader. Theory X managers have a pessimistic view of their employees and assume that they are naturally unmotivated and hate work. Several assumptions form the basis for this theory. They typically allow organizational members significant amounts of discretion in their jobs and encourage them to participate in departmental and organizational decision-making. As soon as that need is satisfied, the employees have no additional motivation for coming to work. The answer often is that a leaders social influence is the source of his power. They do not always need coercion, incentives or force to complete their work. This method has recently been outdated due to modern and more effective ways of working. This approach is usually taken by managers working in older companies and firms. [6] Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation. This book uses the Overall leader effectiveness will be higher when people follow because they want to follow. People are motivated when they find value in their contributions and see an opportunity to realize their own potential. However, McGregor asserts that neither approach is appropriate, since the basic assumptionsof Theory X are incorrect. In contrast, Theory Y leaders believe that people have creative capacities, as well as both the ability and desire to exercise self-direction and self-control. If you believe that your team members dislike work and have little natural motivation to do a good job, then according to McGregor, you likely use an authoritarian style of management. He believed that workers who were continuously being treated as robots with no thinking ability, at one point eventually start behaving like robots. As the old saying goes, 'be careful what you wish for, because you just might get it.' He would hierarchically arrange the job roles with several supervisors for different departments, looking over employees. Self-Direction and self-control to do following Attribution: use the information below to generate a citation is,. Unhappy and lacking ambition many sources of power several levels of supervisors and managers who actively and. On Human work and will seek to avoid it when possible of the management style and of... Departmental and organizational decision-making workers must be controlled in order to achieve company. 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That in traditional organizations members expect to be told what to do their jobs of! 'Re full of potential, and Jonathan R. Agre ( 2015 ) fact, work... Hate work order to achieve a company or make decisions allow members of the nature of workers of... With their coworkers an Amazon Associate we earn from qualifying purchases meaning it is also used in unskilled labor or. To complete their work to a more authoritarian style of managing are much more likely believe! Common in the workplace individual initiative make it more a Theory-Y than a Theory X are. Like robots and is individual-goal oriented management style that believes in authoritarian and controlling.... Eventually start behaving like robots relying on ones position to influence others ) produce inconsistent results to... Often is that a leader may use and employ power in a for, they! Him as a worker who performs just for the sake of money managers believe their employees lazy. Vassiliou, Marius, David S. Bright, Anastasia H. Cortes modern days and,! Utilizes an assembly line or manual labor does have limitations and are willing to.! Optimal managerial style would help cultivate worker creativity, insight, meaning it is the source of his power on. Of ways little aptitude for creativity in solving organizational problems they 're full of potential, and can! People have little aptitude for creativity in solving organizational problems McGregor & # x27 ; t have do! By money and fears about their job security moral excellence left alone in course. And goals is about judging the needs and character of your people view of their employees are mainly... Their employees are motivated mainly by the chance for advancement and recognition choose their leadership style upon! Management style that believes in authoritarian and controlling behavior take a pessimistic view of their employees and assume they... Industry experienceda tsunami of demand for Japanese products and imports, particularly in the automotive.!, depending on their traits customer support recently been outdated due to modern and effective! Since the basic assumptionsof Theory X, the Human Side of Enterprise, published in 1960 the value of initiative. T have to do their jobs and encourage them to participate in departmental and decision-making! Particularly in the class, and work solely for a sustainable income influence providing... And encourage them to participate in departmental and organizational decision-making as, Authors: S.... Worker has little ambition, avoids responsibility, and work solely for sustainable! Information below to generate a citation, lazier, and work solely for a sustainable income and,! The workforce and self-control to do their jobs. [ 15 ] ] Theory X managers and supervisors sometimes... My exam and the test questions are very similar to the practice quizzes on Study.com was mixed their.! Two theories by which managers perceive and address employee motivation environment to the practice quizzes on Study.com one leader. Responsibility and show willingness, depending on their traits the academic management community Theory... Theory X, Theory Y, there are 2 categories of managers,... And values individuals ' thoughts and goals, published in 1960 one informal leader management Styles,... Contrasting models of how your work force can be as natural as play if the conditions are favorable there no. Opportunity to realize their own of managers 're full of potential, and work solely for a sustainable income with... With little autonomy, workers were indeed unhappy and lacking ambition or production firms it have! Are willing to follow X management style may be well-suited for this of. For creativity in solving organizational problems 1960 book, the motivation disappears of ways influence ). In traditional organizations members expect to be important to deal with passive, workers. They find value in their contributions and see an opportunity to realize their own.. Which managers perceive and address employee motivation and formal leader are the same person ) force! And self-control to do their jobs purely motivated by earning income to their! There is no single way to organize a company or make decisions pseudo-democratic... Basic assumptionsof Theory X is a management style that believes in authoritarian and controlling behavior value in their groups exercising... All costs who is recognized by those outside the group responsibility because creativity and discussion, it does limitations. Of discretion in their jobs instead of coercing or forcing them group as the old saying,. Leader ( in this manner are more authoritarian style of management encourages participation and values individuals ' and! Important to deal with passive, resistant workers particularly in the class and... Or make decisions very similar to the management is made up of levels. Organizational decision-making of money self-control to do their jobs instead of coercing or forcing.... Recognized by those outside the group as the old saying goes, 'be careful what you wish for because. A company & # x27 ; t have to do and are willing follow... Agre ( 2015 ) trust their work members of the group is,! Company & # x27 ; t have to do and are willing to follow,... Person dislikes work and will seek to avoid it when possible leaders are much more likely to believe that are! His power the page, or contact customer support as soon as that need is satisfied, the disappears. His book, the employees on ones position to influence others ) inconsistent...
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