The latter theory proposes that employees and managers can achieve a collaborative and trust-based relationship. The theories attempt to show how a manager's perception of his team affects the . A surgeon might allow the entire surgical team to participate in developing a plan for a surgical procedure. They are not lazy at all. Answer the question(s) below to see how well you understand the topics covered above. [6], The soft approach is characterized by leniency and less strict rules in hopes for creating high workplace morale and cooperative employees. It views job rotations and continual training as a means of increasing employees knowledge of the company and its processes while buildinga variety of skills and abilities. This theory has also been criticized for being too idealistic and unachievable by some critics. B.most employees know more about their job than the boss. People under Theory Y believe. Theory X management, defined by Douglas McGregor in 1960, is a behavioral style for workplace management. The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. [2] It is important to note, however, that before an employee carries out their task, they must first obtain the manager's approval. job satisfaction is primarily related to higher-order needs. As we have noted, leadership is the exercise of influence over those who depend on one another for attaining a mutual goal in a group setting. Douglas McGregor was a management professor at Massachusetts IT university, Cambridge in the 1950s, and published a few articles and books as well. French and Raven provide us with a useful typology that identifies the sources and types of power that may be at the disposal of leaders: Not all forms of power are equally effective (see Exhibit 13.5), nor is a leaders total power base the simple sum of the powers at his disposal. Reward and legitimate power (that is, relying on ones position to influence others) produce inconsistent results. If Theory Y holds true, an organization can apply the followingprinciples of scientific management to improve employee motivation: If properly implemented, such an environment canincrease and continually fuelmotivation as employees work to satisfy their higher-level personal needs through their jobs. Theory Y managers assume employees are internally motivated, enjoy their job, and work to better themselves without a direct reward in return. Learn about motivation in the workplace . An organization with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees. Theory X managers are likely to believe that: a. the average employee dislikes work and will seek to avoid it when possible. It follows the idea that there is no single way to organize a company or make decisions. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. Situational Leadership Theory & Styles | What is Situational Leadership? Since workers are given much more time to receive training, rotate through jobs, and master the intricacies of the companys operations, promotions tend to be slower. He would hierarchically arrange the job roles with several supervisors for different departments, looking over employees. This leader behavior is recommended when decision-making time is limited, when tasks are routine, or when organizational members have sufficient expertise to determine appropriate role behaviors. While there is a more personal and individualistic feel, this leaves room for error in terms of consistency and uniformity. The Theory Y manager generally believes employees want responsibility and will perform up to expectations if given clear direction and goals. [6] Managers are always looking for mistakes from employees, because they do not trust their work. The OpenStax name, OpenStax logo, OpenStax book covers, OpenStax CNX name, and OpenStax CNX logo This style of leadership is seen as appropriate when circumstances require quick decisions and organizational members are new, inexperienced, or underqualified. Psychological Research & Experimental Design, All Teacher Certification Test Prep Courses, Neoclassical Theory of Management: The Human Relations Approach, Behavioral Management Theory: Understanding Employee Behavior & Motivation, The Hawthorne Effect: The Study of Employee Productivity, The Needs Theory: Motivating Employees with Maslow's Hierarchy of Needs, Theory X & Theory Y: Two Types of Managers, Contemporary and Future School of Management Theory, Strategic Management and Managerial Decision Making, International Management and Contemporary Issues, Wyoming Real Estate Broker Exam: Study Guide & Practice, Wyoming Real Estate Salesperson Exam: Study Guide & Practice, CPA Subtest IV - Regulation (REG): Study Guide & Practice, CPA Subtest I - Auditing & Attestation (AUD): Study Guide & Practice, Alaska Real Estate Salesperson Exam: Study Guide & Practice, Finance 304: Security Analysis & Portfolio Management, Finding & Retaining Talent in an Agile Organization, Maryland Real Estate Broker Exam: Study Guide & Practice, Maryland Real Estate Salesperson Exam: Study Guide & Practice, Alabama Real Estate Broker Pre-License Exam: Study Guide & Practice, Theory Y Manager: Characteristics, Overview, Disposal of Non-Current Depreciable Assets in Accounting, The Role of Bias in Influence & Persuasion, Overcoming Cognitive Biases & Judgment Errors in Decision Making, Responding to Brinkmanship in Business Negotiations, Practical Application: Bias Self-Assessment, Practical Application: Types of Communication Channels Infographic, Communication Devices: History, Timeline & Impact, Practical Application: Four Functions of Mass Communication Infographic, The Rise of Communication Technology & Society, Three C's of Media Convergence: Content, Corporations & Computers, Working Scholars Bringing Tuition-Free College to the Community. McGregors Theory X and Theory Y posits two different sets of attitudes about the individual as an organizational member.36 Theory X and Y thinking gives rise to two different styles of leadership. Leadership is also about having a vision and communicating that vision to others in such a way that it provides meaning for the follower.32 Language, ritual, drama, myths, symbolic constructions, and stories are some of the tools leaders use to capture the attention of their followers to be to evoke emotion and to manage the meaning of the task (challenges) facing the group.33 These tools help the leader influence the attitudes, motivation, and behavior of their followers. Plus, get practice tests, quizzes, and personalized coaching to help you If you are redistributing all or part of this book in a print format, [12] On the contrary, managers who choose the Theory Y approach have a hands-off style of management. 219.Theory X managers are likely to believe that: A. the average person dislikes work and will seek to avoid it when possible. McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and may initially need tighter controlsthat can be relaxed as the employee develops. Hi, went on to propose his own model of workplace motivation, Theory Z. This is a negative view of the nature of workers. While money may not be the most effective way to self-fulfillment, it may be the only way available. Theory Y managers are likely to believe that employees are motivated by the value of their contribution. This ensures work stays efficient, productive, and in-line with company standards.[9]. Leaders who rely solely on their legitimate power and authority seldom generate the influence necessary to help their organization and its members succeed. She also holds three degrees including communications, business, educational leadership/technology. 17 chapters | Both theories can be used, depending on the circumstance, needs and goals of the employees and the organization. 277. This theory supports threatening supervisory power. This approach is usually taken by managers working in older companies and firms. is based on negative assumptions regarding the typical worker. Theory X Group aspire to achieve personal gains without contributing positively; Theory Y Group are optimistic in reaching personal goals through active participatory engagement. the average person dislikes work and will seek to avoid it when possible. [6] A doctor in charge of a hastily constructed shelter for victims of a tornado may use this style to command nonmedical volunteers. So grab your bomb repellent while we explore these two different types of managers by discussing the assumptions of each. Managers in newer organizations use this theory as now, people want more than monetary rewards and control. With this intuitive, cloud-based solution, everyone can work visually and collaborate in real time while building flowcharts, mockups, UML diagrams, and more. McGregor stressed that Theory Y management does not imply a soft approach. 4. It can be difficult for organizations and employees to make life-time employment commitments. While these contrasting management styles might be easily recognizable in todays technology-driven world, they were novel thoughts at one point, developed through research and observation by a workplace thought leader. However, high-involvement organizations frequently encourage their formal and informal leaders to exercise the full set of management roles. 1999-2023, Rice University. They lack ambition and physiological and safety factors motivate them. It refers to the management style that believes in authoritarian and controlling . People must be constantly directed, prompted, rewarded, or punished in order to complete their work. Both sides seek to satisfy some personal pleasures and needs. Theory X managers are likely to believe that employees are lazy, fear-motivated, and in need of constant direction. We refer to this person as the designated leader (in this instance the designated and formal leader are the same person). Market Segmentation Types & Examples | What is Market Segmentation? Theory Y managers gravitate towards relating to the worker on a more personal level, as opposed to a more conductive and teaching-based relationship. The most popular online Visio alternative, Lucidchart is utilized in over 180 countries by millions of users, from sales managers mapping out target organizations to IT directors visualizing their network infrastructure. Management professor William Ouchi argued that Western organizations could learn from their Japanese counterparts. Why were U.S. consumers clambering forcars, televisions, stereos, and electronics fromJapan? In 1960, Douglas McGregor published two theories (Theory X & Theory Y) of employee motivation based on the assumptions that managers make about employees. 9899. Theory X assumes that people dislike work and will avoid doing anything they don't have to do. One assumption is that theyseek to build cooperative and intimate working relationships with their coworkers. As the old saying goes, 'be careful what you wish for, because you just might get it.' [7] McGregor believes both ends of the spectrum are too extreme for efficient real-world application. Avoid doing anything they don & # x27 ; s perception of his team affects the refers the! Reward in return seldom generate the influence necessary to help their organization and its members succeed McGregor. 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