Concept of Theory X and Theory Y

In continuation with my previous blog I would like to explain an interesting theory which Prof Mandi explained us in class.

What motivates employees to go to work each morning? Many people get great satisfaction from their work and take great pride in it; Others may view it as a burden, and simply work to survive.
This is a BIG Question.
 Douglas McGregor expounded two contrasting theories on human motivation and management: The X Theory and the Y Theory.

 According to him Theory Y is the basis of good management practice, while giving argument that workers are not merely cogs in the company machinery, as Theory X-Type organizations seemed to believe.

The theories look at how a manager's perceptions of what motivates his or her team members affects the way he or she behaves. By understanding how your assumptions about employees’ motivation can influence your management style, you can adapt your approach appropriately, and so manage people more effectively.


 
Theory X

Theory X type of managers assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management. According to this view, management must actively intervene to get things done. This style of management assumes that :

• An average employee intrinsically does not like work and tries to escape it whenever possible.
• Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals. A close supervision is required on part of managers. The managers adopt a more dictatorial style.
• Many employees rank job security on top, and they have little or no aspiration/ ambition.
• Employees generally dislike responsibilities.
• Employees resist change.
• An average employee needs formal direction.

Theory Y
This theory expounds a participative style of management. It assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. It assumes that :

• Employees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs.
• Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives.
• If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to organization.
• An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility.
• The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.

Now analyzing the situations based on the various permutations and combinations of the above said types:




Theory X Manager assume LAZY  workers as LAZY  and make them work:

This is good for an organization as the workers are lazy and already demotivated to work.So to increase the productivity a Manager has to act as an authoritarian type.

Theory X Manager assume NOT LAZY  workers as LAZY  and make them work

This situation creates a problematic kind of condition in which there might be disputes between the workers and the manager.As the workers are already motivated and still if a strict attitude is used by the manager it may result in confrontation between them.

Theory Y Manager assume LAZY  workers as NOT LAZY and make them work

This results in less productivity of organization as the workers will misuse the attitude of as liberal and inefficiency will arise.

Theory Y Manager assume NOT LAZY  workers as NOT LAZY  and make them work

This is the ideal condition in which there will be a improvement in the efficiency of organization as both  worker and manager are responsible and complete their work  harmonically.