Difference between theory x and theory y
It takes into consideration, the pessimistic behaviour of an average human being, who is less ambitious and inherently lazy.
Difference between theory x and theory y ppt
Lastly, some managers may have Theory Y assumptions about human nature, but they may find it necessary to behave in a very directive and controlling manner with some people in the short run to help them grow up in a developmental sense until they are truly Y people. While there is a more personal and individualistic feel, this leaves room for error in terms of consistency and uniformity. Thus situational management style should be used in order to generate optimum results. The best approach to motivation is one that is appropriate to the situation. We'll now take a more in-depth look at the two different theories, and discover how and when they can be useful in the workplace. As a result, they think that team members need to be prompted, rewarded or punished constantly to make sure that they complete their tasks. Theory Y has its fundamental concern on the satisfaction of employees. Based on these assumptions, it can be deduced that management is held responsible for arranging the resources with the aim of achieving economic and social ends. Key Differences Between Theory X and Theory Y The points given below are substantial, so far as the difference between Theory X and Theory Y is concerned: Theory X is propounded by McGregor, which indicates a set of assumptions, that an average worker is motivated to satisfy their own needs and not to contribute to the fulfilment of organisational goals. They are motivated by a combination of financial rewards and non-financial rewards such as empowerment and teamwork.
The present and future of work Modern work gets done through the connection of ideas: The better your ideas and the more efficient your connection, the better off your company will fare in this rapidly changing economy and industry. This style of management assumes that workers: Dislike their work.
Similarities between theory x and theory y
McGregor's perspective places the responsibility for performance on managers as well as subordinates. Modern organizations increasingly adopt Theory Y management style. Theory X is characterised by tight external control on the employees, whereas theory Y features leniency in control. As against, democratic leadership style is adopted in the case of theory Y. He was particularly interested in what motivates people to work hard, in particular on what belief systems motivate people to work hard. Employees Motivation According to theory X, employees are mainly focused on financial rewards and would not work unless they are promised money and other forms of incentives whereas, employees in theory Y are motivated by non-financial rewards which include achieving organizational goals among others. Employees are initially obedient, but eventually dissatisfied and even rebellious, driving down productivity and achieving contradictory outcomes, further reinforcing the belief that workers are lazy and have to be externally motivated. Employees are lazy, and as such, they must be threatened or forced to work. Known as an influential figure in management theory, organizational communication, and organizational studies, Douglas McGregor was a professor at Massachusetts Institute of Technology, where he was a vocal advocate of the human relations approach. However, some academics and practitioners criticize Theory XY as a management approach since they argue that employees possess both negative and positive traits depending on each situation. McGregor called this Theory Y.
Have no incentive to work or ambition, and therefore need to be enticed by rewards to achieve goals. These managers tend to be more present in entry-level jobs where productivity and process are favored over independence or innovation, but they may show up at any company level and in any industry.
Later, Theory X has been considered as a negative way of dealing with employees due to the inherent negative aspects of the theory. But it may not be the best approach for all situations.
Imposition of decisions on theory Y employees will lead to their dissatisfaction, and this will negatively affect organizational performance.
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