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4 Discuss the assumption of Douglas Mc Gregor Theory X and Theory Y?
x assumes employees are unmotivated etc and have to be handled with severity like prison inmates Y assumes employees want to be productive, helpful and creative and can be managed to maximize these efforts. A theory X manager will soon beat the motivation out of a theory Y worker, thus proving to himself that X was right all along. A theory Y manager will eventually figure out that a theory X worker believes people are unmotivated because the worker himself is unmotivated. Thus, it is better for work teams to be all X or all Y. Given that, the Y teams will out produce the X teams.
Why would a Theory Y manager be more likely to use Maslow's Hierarchy of Needs to motivate employees?
He wouldn't try to motivate employees at all. This is because a Theory Y manager believes his employees are already self-motivated. He would focus on identifying and correcting any conditions that may destroy employee motivation.An understanding of Maslow's work may help him identifying de-motivators. For example, dangerous working conditions trigger low-level needs for safety (on Maslow's scale). He would want to fix such a de-motivator so that employees can focus on satisfying higher levels needs that lead to positive behavior.
What is the different between theory X and theory Y?
x= people are lazy and must be motivated and closely supervised Y= people want to do a good job, try to avoid doing things thad kill that motivation. A theory X manager with theory Y subordinates will soon beat the motivation out of them, thus proving to himself that he was right all along. A theory Y manager will eventually figure out that a theory X subordinate thinks all people are lazy because that subordinate is lazy himself. Thus, teams are best structured with all X of all Y types. The Y teams will consistently outperform the X teams.
What is meaning of hard hrm or soft hrm with example?
I do hope this isn't to assist you in any assignment work! ;) Simply, Hard/Soft HRM are contrasting approaches to human resource management. As an example; a manager employing the Hard HRM approach (aka Michigan/Theory X) will be strict and assume employees are inherently lazy and will avoid responsibility whenever possible. They also believe that workers/employees have one reason to be in work: money. They are looking out for themselves only with no respect for organisational goals. A manager employing the Soft HRM approach (aka Harvard/Theory Y) will be more lenient. They will trust the employees a lot more and gather opinion and take it on board. They also believe that workers/employees seek responsibility and come to work with the intention to impress and progress. They also believe that they have the organisations interests at heart and so they share common goals. Obviously, this is extremely basic. Fortunately, they both work. Unfortunately, they don't work all the time in all situations. Hope this helps. Such a tedious subject.
The theory that encourages a more holistic approach to viewing management as a function within the context of the border organization is?
Theory x and y
What is theory X theory Y?
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.
4 Discuss the assumption of Douglas Mc Gregor Theory X and Theory Y?
x assumes employees are unmotivated etc and have to be handled with severity like prison inmates Y assumes employees want to be productive, helpful and creative and can be managed to maximize these efforts. A theory X manager will soon beat the motivation out of a theory Y worker, thus proving to himself that X was right all along. A theory Y manager will eventually figure out that a theory X worker believes people are unmotivated because the worker himself is unmotivated. Thus, it is better for work teams to be all X or all Y. Given that, the Y teams will out produce the X teams.
What are the assumptions of McGregor's Theory Y?
McGregor's Theory Y assumes that employees are intrinsically motivated, seek responsibility, and have a desire to achieve their full potential. It also assumes that employees can be creative and innovative if given the right conditions and opportunities for growth.
What are the practical applications of theory X and Theory Y to motivate employees?
Gauge the intrinsic motivation of your employees to determine whether McGregor's Theory X or Theory Y is more appropriate in your company. Theory X sets forth the premise that employees are inherently averse to working, and must be continually motivated by external sources. Theory Y sets forth the opposite premise, stating that employees are internally driven to succeed at projects that truly interest them. Put strict operational guidelines in place to guide front-line employees through their day-to-day routines if you feel Theory X is more appropriate in your company. Make sure employees understand that they are free to try new things and learn from their mistakes, while matching employees up with job tasks that truly interest them if you feel Theory Y is the way to go.
What is theory x and theory Y in maslow hierarchy of needs?
Theory X and Theory Y are two contrasting managerial styles proposed by Douglas McGregor in relation to employees' motivation. Theory X assumes that employees are inherently lazy and require close supervision, while Theory Y posits that employees are self-motivated and can thrive in a supportive environment. Maslow's Hierarchy of Needs, on the other hand, is a psychological theory that outlines human needs in a hierarchical order, ranging from basic physiological needs to self-actualization.
What is Douglas McGregor known for?
Douglas McGregor was a Management professor at the MIT Sloan school of Management - He is famous for having written 'The Human side of Enterprise' in 1960 which has had a profound effect on teaching practices.
Discuss the theory of motivation of Mc Gegors?
McGregor's theory of motivation includes two contrasting approaches: Theory X and Theory Y. Theory X assumes that employees are inherently lazy and require strict supervision, while Theory Y suggests that employees are self-motivated and seek out challenges. McGregor believed that an organization's management style should align with Theory Y to encourage employee engagement and creativity.
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 are the applications for MC Gregory's x and y theory?
douglas Mc Gregor's ideas about the assumption that in managing other were explored . these assumption McGregor referred to as theory X and theory Y IN THEORY X manager believe that their employees are basically lazy , need constant supervision and direction and that are indifferent to organization need IN THEORY Y manager believe that workers enjoy their work , are self - motivated , that are willing to work hard to meet person and organization goals BY jamesbenja19@yahoo.com at TANZANIA
What is Douglas McGregor's Theory Y?
Theory Y assumes that people are not, by nature, lazy and unreliable; it suggests that people can be basically self-directed and creative at work if properly motivated.
What is Theory Y in human relations psychology?
Theory X posits that people do not like to work and will avoid doing so if the opportunity presents itself. Because of this, most people need to be coerced into completing their required job duties and punished if they do not
Uses of x and y theories?
well, maybe its because x felt upset that he wasn't used very much so he decided to show off and become part of math. then, when x was part of spelling AND math, he looked so cool that y had a crush on him and went along with him.... yea, thats it
