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
According to McGregor, there are the following two types of managers:
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1 GSM = 0.0426 mil if the density is of Polyethylene or 0.92g density. 1 mil = 23.474 GSM m2 (1) g 30,000 in2 mil lb (30,000) _____ x _____ x ________ x ___ x ____ = MIL _________ = 0.0426 1550 in2 m2 lb 1 454g (1550 x 454) Example 60 GSM = (60*30,000) / (1550*454) =2.56 mil 60 * .0426 = 2.56 mil
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The McGregor's theory x implies that workers need close supervision because they are not self motivated by nature. The theory y implies that there is no need for close supervision because employees can generally motivate themselves to meet targets.
Centralization:decentralization::theory X:Theory Not-X
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Some limitations of Theory X are that it can lead to micromanagement, lack of trust, and low morale among employees. Theory Y may not be effective in all situations, as it relies on the assumption that all employees are self-motivated and enjoy work, which may not always be the case. Both theories can oversimplify human behavior and fail to account for individual differences in motivation and work preferences.
Theory X and Theory Y are two contrasting management theories proposed by Douglas McGregor in the 1960s. Theory X assumes that employees are inherently lazy and need to be closely controlled and directed. Theory Y, on the other hand, assumes that employees are self-motivated and can be trusted to take initiative and responsibility in their work.
example of theory X is the toyota company example of theory Y is Google company Ashraf
The assumptions of a Theory X worker is that they are;lazydislike responsibilityresistant to changelack ambition
Theory X is a group of ideas created by Douglas McGreggor in the 1960's. It deals with human motivations. He also discussed theory
McGregor's Theory X and Theory Y are two contrasting approaches to management. Theory X assumes that employees are inherently lazy, dislike work, and need to be closely monitored and controlled. On the other hand, Theory Y assumes that employees are self-motivated, enjoy work, and can be trusted to take on responsibility and be creative. These theories influence how managers view and interact with their employees.
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.
One criticism of McGregor's Theory X is that it creates diseconomies of scale in large applications. One criticism of McGregor's Theory Y is that it may not be possible for the superior-subordinate relationship to flower organically.
Hearing : microphone , loudspeaker Sight : X-ray , ultrasonic , telescope , binocular Technology would help you overcome limitations. Such as a microphone or loudspeaker would improve hearing. while x-ray, ultrasound, telescope and binoculars are some examples to overcome limitations of sight.