0
What Theory managers see workers as being lazy and unwilling to accept responsibility?
Wiki User
∙ 13y ago
Theory X managers believe that workers are inherently lazy and avoid responsibility, requiring close supervision and control. They assume that employees need to be coerced or incentivized to perform their jobs effectively. This perspective can lead to micromanagement and a lack of trust between management and employees.
Add your answer:
Earn +20 pts
What is McGregors X Y theory?
McGregor's X-Y theory is a management theory that proposes two contrasting views of employee motivation. Theory X asserts that employees are inherently lazy and require strict oversight, while Theory Y suggests that employees are internally motivated and can excel when given autonomy and trust. It highlights the importance of management style in shaping employee attitudes and performance.
Distinguish between mc gregor's theory x and theory y?
McGregor's Theory X posits that employees inherently dislike work, avoid responsibility, and need to be closely monitored and controlled. On the other hand, Theory Y suggests that employees are motivated, enjoy work, seek out responsibility, and can be creative when given the opportunity. Theory X is more pessimistic and traditional, while Theory Y is more positive and modern in its approach to managing employees.
What is the difference between Agency Theory and Stewardship Theory?
Agency theory focuses on the conflicts of interest that arise between principals (owners) and agents (managers) in an organization, highlighting the need for mechanisms to align their interests. Stewardship theory, on the other hand, emphasizes the alignment of interests between managers and shareholders, suggesting that managers act as stewards who will make decisions in the best interest of the organization.
What are the Benefits of Stewardship theory?
Stewardship theory promotes a culture of trust and responsibility among employees, leading to higher levels of commitment, loyalty, and job satisfaction. It also encourages long-term strategic decision-making over short-term gains, which can benefit the organization's sustainability and success. Additionally, stewardship theory aligns the interests of managers and shareholders, ultimately improving performance and value creation.
How does organisational theory underpin the practice of management?
Organizational theory provides frameworks and models that help managers understand how organizations work and how to make effective decisions. It helps in identifying patterns of behavior, improving communication, and fostering innovation within the organization. By applying organizational theory, managers can better align resources, structure, and processes to achieve the organization's goals.
What is the comparsion between theory x and y by Douglas mcgregor?
Theory X is authoritarian where managers view their staff as unwilling to work, requiring tight control and creating a depressed culture. Theory X is self controlled, where workers generally feel more fulfilled as they are allowed to have greater control of their environment.
What encouraged factory owners and managers to hold workers to specific standards for production time?
the scientific management theory
Theory x and y were given by whom?
Theory X and Theory Y are created and developed byDouglas McGregor at the MIT Sloan School of Management in the 1960sAccording to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
Recommend the mcgregors theories of management?
According to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.
Who developed Theory X and Theory Y?
Douglas McGregor developed Theory X and Theory YAccording to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
What are the important limitations of McGregors Theory X Theory Y?
According to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
When was The Social Responsibility Theory created?
The Social Responsibility Theory was created in 2000.
What is Mcgregors theory x and theory y?
According to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Trivia:Given the same team and same work environment, a Theory Y Manager's team will perform better and deliver better quality work product than the team managed by the Theory X Manager. The reason is simple. People hate authority and in most cases rebel
What is McGregors X Y theory?
McGregor's X-Y theory is a management theory that proposes two contrasting views of employee motivation. Theory X asserts that employees are inherently lazy and require strict oversight, while Theory Y suggests that employees are internally motivated and can excel when given autonomy and trust. It highlights the importance of management style in shaping employee attitudes and performance.
What is theory X theory Y?
Theory X Y is theories that help managers to better understand the behaviors of the employees.
How the concept of management theory jungle can be applied in Nigerian organization?
what are the concepts of management theory jungle and how nigerian managers can benefit from this theory.
Compare and contrast McGregor and Herzberg?
McGregor's X-Y theoryAccording to McGregor, there are the following two types of managers:• Theory X managers - These managers believe that most of the people are self-centered, are only motivated by their physiological and safety needs, and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian.• Theory Y managers - As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. Finally, they also believe that most people are motivated by all levels of needs in the Maslow's hierarchy of needs. These managers tend to provide more freedom and opportunity for career growth.Herzberg's motivation-hygiene theoryThis theory classifies the factors needed to motivate people into two categories: hygiene factors and motivating factors. Hygiene factors are necessary for motivation but not sufficient; they do not bring satisfaction, but they prevent dissatisfaction. Some examples are compensation; company policies; level of supervision or ownership of the assigned work; relationship with superiors, subordinates, and peers; and working conditions. Motivating factors are factors that bring (or increase) job satisfaction. Some examples are challenging work assignment, opportunity for career advancement and accomplishments, opportunity for growth, sense of responsibility, and recognition.
