Scribd Logo
Upload

Welcome to Scribd!

  • 256 views

    X & Y Theory

    Uploaded by

    anon_231950378
    Douglas McGregor proposed two theories of management styles: Theory X and Theory Y. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated and creative if given responsibility. McGregor suggested managers could use either set of assumptions to motivate employees. Theory X fits authoritarian management and production work, while Theory Y fits participative management and knowledge work where employees seek fulfillment. McGregor's theories influenced understanding of how management styles impact motivation.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    X & Y Theory

    Uploaded by

    anon_231950378
    256 views16 pages
    Douglas McGregor proposed two theories of management styles: Theory X and Theory Y. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated and creative if given responsibility. McGregor suggested managers could use either set of assumptions to motivate employees. Theory X fits authoritarian management and production work, while Theory Y fits participative management and knowledge work where employees seek fulfillment. McGregor's theories influenced understanding of how management styles impact motivation.

    Original Description:

    asdf

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Douglas McGregor proposed two theories of management styles: Theory X and Theory Y. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated and creative if given responsibility. McGregor suggested managers could use either set of assumptions to motivate employees. Theory X fits authoritarian management and production work, while Theory Y fits participative management and knowledge work where employees seek fulfillment. McGregor's theories influenced understanding of how management styles impact motivation.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    256 views16 pages

    X & Y Theory

    Uploaded by

    anon_231950378
    Douglas McGregor proposed two theories of management styles: Theory X and Theory Y. Theory X assumes employees dislike work and must be closely supervised, while Theory Y assumes employees can be self-motivated and creative if given responsibility. McGregor suggested managers could use either set of assumptions to motivate employees. Theory X fits authoritarian management and production work, while Theory Y fits participative management and knowledge work where employees seek fulfillment. McGregor's theories influenced understanding of how management styles impact motivation.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 16
    At a glance
    Powered by AI
    The key takeaways are that Theory X and Theory Y are motivational theories proposed by Douglas McGregor about how managers view employee motivation. Theory X assumes employees dislike work while Theory Y assumes employees find fulfillment through work.

    Theory X assumes employees are unmotivated and need close supervision. Theory Y assumes employees are self-motivated and creative if given responsibility.

    Theory X management is authoritarian with low trust in employees, while Theory Y management is participative and decentralized, with an assumption that employees want to take responsibility.

    THEORY X AND THEORY

    - Douglas McGregor's
    DEFINITION

    Theory X and Theory Y are part of


    motivational theories. Both the theories
    which are very different from each other,
    are used by managers to motivate their
    employees. Theory X gives importance to
    supervision, while theory Y strains on
    rewards and recognition.
    MCGREGORS THEORY X AND Y

    Douglas Mcgregor wrote the book “The human side


    of enterprise” in 1960

    He examined individuals behaviour at work.

    From this he formulated two models of management based on hierarchy into


    lower-order needs (Theory X) and higher-order needs (Theory Y).

    These theories are based on human behaviour in management.

    It concludes dual aspects of human being.

    He suggested that management could use either


    set of needs to motivate
    UNDERSTANDING THE THEORIES

    Our management style is strongly influenced by our beliefs and assumptions about what
    motivates members of your team: If you believe that team members dislike work, you will
    have an
    authoritarian style of management; On the other hand, if you assume that employees take
    pride in doing a good job, you will tend to adopt a more participation style.
    THEORY X

    Theory X assumes that employees are


    naturally unmotivated and dislike working, and
    this encourages an authoritarian style of
    management. According to this view,
    management must actively intervene to get
    things done.

    It summaries that workers need to be


    constantly watched and instructed what to do.
    CHARACTERSTICS

    intolerant
    distant and detached
    aloof and arrogant
    short temper
    issues instructions,
    directions, edicts

    issues threats to make people follow instructions


    demands, never asks
    does not participate
    does not team-build

    unconcerned about staff


    welfare, or morale

    proud, sometimes to the point of self-destruction


    one-way communicator
    poor listener
    THEORY Y

    Theory Y shows a participation style of


    management that is decentralized. It assumes
    that employees are happy to work,
    selfmotivated, creative and enjoy working with
    greater responsibility.

    It emphasizes that staff are self-disciplined


    and would like to do the job themselves
    CHARACERSTICS

    Take responsibility and are motivated to fulfill


    the
    goals they are given.

    Consider work as a natural part of life and


    solve work problems imaginatively. Assumes
    that people seek fulfilment through work and
    are willing to work hard.

    In Y-Type organizations, people at lower


    levels of the organization are involved in
    decision making.
    OTHER CHARACTERSTICS

    self-motivated

    responsible

    always participate

    gives rewards and feedback

    promotion

    power to implement decisions

    active

    good listener

    happy

    concerned about staff welfare


    COMPARISON
    APPLICATION

    Theory X management style is widely


    accepted as inferior to others, it has its place in
    large scale production operation and unskilled
    production-line work.

    Theory Y-style management is suited to


    knowledge work and professional services;
    even highly structure knowledge work, such as
    call center operations, can benefits from.
    Theory Y principles
    to encourage knowledge sharing and
    continuous
    improvement.
    APPLICATION OF HIERARCHY OF NEEDS TO
    MANAGEMENT AND WORKPLACE

    Theory X

    (ineffective management)

    Once a need is met, it no longer motivates behavior: therefore only unfulfilled needs are
    motivational.

    Theory Y

    (effective management)

    Motivational emphasis shifts to social, ego and self- actualization since most employees have
    physical and safety needs met.
    CONCLUSION

    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. McGregor’s X-Y Theories remain
    guiding principles to the management to evolve
    processes which help in organizational
    development.

    You might also like