Assignment 2
Assignment 2
ANSWER 1.
McGregor X and Y assumption of motivation, Theory X and Theory Y. Theory X assumes that
employees dislike work, are lazy, dislike responsibility and most be coerced to perform while
Theory Y assumes that employees like work, are creative, seek responsibility and can exercise
self-directions.
As a CEO
FOR EMPLOYEES IN THEORY X FOR EMPLOYEES IN THEORY Y
1. An appraisal will be put in place to An appraisal will be put in place to monitor
monitor the performance of each the performance of each employees.
employees.
2. Having known the different strength Having known the different strength and
and weakness of each employees. weakness of each employees.
3. Merge team X with team Y to man a Merge team X with team Y to man a
project, this will help them actualize project, this will help them actualize their
their strength instead of their strength instead of their weakness.
weakness.
4. Communicate with both teams to Encourage Team Y to educate Team X.
motivate them and with me been
there supervisor. Communicate with both teams to motivate
them and with me been there supervisor.
5. Encourage personal growth and also More responsibility and supervision will be
pay for the courses. put in place.
6. Create a balance between both Create a balance between both teams.
teams.
7. Dwell on their strength, introduce Dwell on their strength, introduce private
private counselling, Psychology counselling, Psychology testing and team
testing and team bonding of both bonding of both teams.
teams.
8. When all this are done and the there Promote them and give them more tasks
has been no improvement, they will and projects.
be laid off.
ANSWER 2.
Maslow’s hierarchy of needs is a motivational theory within a pyramid comprising of 5 model of
human needs. From the bottom of the hierarchy the needs are
1. Biological and Physiological Needs- (basic life needs: air, food, drink, shelter, warmth,
sex, sleep, clothing etc.)
2. Safety Needs- (job, protection, security, order, law, limit, stability etc.)
3. Love and Belonging Needs- (family, affection, relationships, workgroup, friendship
etc.)
4. Esteem Needs- (achievement, status, responsibility, reputation, etc.)
5. Cognitive Needs- (Knowledge, meaning, self-awareness)
And an addition 3 needs were added due to human factors in the developing era of the world.
6. Aesthetic Needs- (beauty, balance, form, etc.)
7. Self-actualization - (personal growth, self-fulfillment)
8. Transcendence – (helping others to self – actualize.)
As a manager, lower needs must be satisfied before the need to move higher.
1. Physiological Needs- Providing salary, allowances such as wardrobe, food, transportation
etc.
2. Security Needs – (Benefits, medical health needs, pension, safe work environment, and
fair work practices)
4. Esteem Needs (Provision of smart IDs, Company self-image, respect and recognition,
nice work spaces, and reputable job assignments.)
6. Aesthetic Needs- (Provide product designs, brand image and corporate identity.)
7. Cognitive Needs- (Communicate with the employees to have apt knowledge of the
company to be able to proffer solution and attend to challenges)
The Hawthorne Experiment were a chain of studies between physical factors and production
conducted by Elton Mayo and his group, these series of experiments took place at Hawthorne
Plant of Western Electric Co. in 1924 – 1932. However, the studies ended up proving the
relationship between human social factors and production. The studies done was to determine the
effect of illumination on output, examining how different aspects of the work environment such
as lighting, the timing of breaks and the length of the workday had on workers productivity. Its
purpose was to determine if increasing or decreasing the amount of light that workers received
might have an effect on how productive workers were during their shift. In the study, employee
productivity increased when illumination was decreased to the level of candlelight, but when
breaks eliminated entirely and when the workday was lengthened but decreased once the
experiment was over. At the end of the test five tests pointed to the importance of factors other
than illumination in affecting productivity. After further research, researchers concluded that
workers were responsive to the increased attention from their supervisors showing that money
mattered, but productivity increased because of increased feelings of importance and group pride
felt when selected for the project.
In the 21st Century, great importance is given to technology and the importance of human factors
or aspects are being forgotten, however the Hawthorne experiments tends to remind us of the
importance of human factors which thereby makes the experiment relevant in the history of
management.
1. Team Spirit
2. Supervision and Communication
3. The importance of social/group factors
4. Recognition and Freedom
5. Importance of Psychological Testing
6. Counselling, Resolving Grievances
7. Informal Leadership.