...Theory X and Theory Y: “In establishing the capability-building agenda, top management provides employees with a clear view of the next advantage to be constructed. Challenges are the milestones on the path between today and tomorrow; they are the operational means of staging the acquisition of new competitive advantages. Corporate challenges are the operational means of staging the acquisition of new competitive advantages. Challenges are the means for allocating emotional and intellectual energy, energy that flows from enthusiasm for the firm’s strategic intent. We believe that the task of focusing intellectual and emotional energy is as important for top management as allocating financial responsibilities—unless every employee feels a deep sense of responsibility for success, and has a clear channel for contribution, global leadership, will remain elusive.” (Hamel and Prachald, 1994). Thus, we must manage our businesses so employees—advise from management—must have a clear channel for how they can contribute. To this end, is there a venue that exists that will give the worker on the assembly line the same sense of direction as the CEO? We will first test a remedy proposed in the 1960’s by published management theory mentor Douglas McGregor. McGregor’s perspective was that management was more that simply giving orders and coercing obedience; it was a careful balancing of organizational needs with those of the individual. He defined these individual needs through...
Words: 1121 - Pages: 5
... 2 ➢ Acknowledgement 3 ➢ Concept of Motivation 4 ✓ Nature of Motivation 5 ✓ Types of Needs 6 ✓ Motivation & behaviour 7 ✓ Motivation & performance 8 ✓ Role of Motivation 9 ➢ Theories of Motivation ✓ Maslow’s need hierarchy 10 ✓ Herzberg’s motivation-hygiene theory 11-13 ✓ Equity Theory 14-16 ✓ McGregor’s Theory X and Theory Y 17-22 ✓ Theory Z 23 ✓ Alderfer’s ERG Theory 24-25 ✓ McClelland’s need theory 26 ✓ Vroom’s Expectancy Theory 27 ✓ Case Study 28 ACKNOWLEDGEMENT ...
Words: 7031 - Pages: 29
...Simply defined, motivation is the desire to complete an action. Whether it is due to a physiological, behavioral, cognitive or social need, that desire to achieve a certain goal is present. The way one is motivated plays a part in how successful he/she will be in completing the set goal. With regards to the learning and work environment, the use of effective motivational components will be beneficial to all when it comes to completing necessary tasks. Throughout the years, many theories of motivation have been developed. This paper will address the findings behind the Goal-Orientation Theory, the Self-Determination Theory and the X and Y Theories and how they relate to education. The foundation of the Goal-Orientation Theory focuses on the question “why.” When individuals are given a task, why do they pursue it? In other words, what are the reasons for performing different tasks? These reasons influence the level of success that the individual has in accomplishing the goal. According to the 2 x 2 model redesigned by Elliot and McGregor (McCollum & Kajs, 2009, p4), there are four goal orientations. These goal orientations are derived from the correlation between mastery and performance goals and the reasons of avoidance and approach: mastery-approach, performance –approach, mastery-avoidance, and performance – avoidance. When looking at the different goal orientations, one will be able to associate a more positive outlook as well as a sense of intrinsic motivation to the mastery-approach...
Words: 1244 - Pages: 5
...Part 1 The Theoretical assumptions of management Chapter 1 Management and scientific knowledge Douglas McGregor asks to tune ears while listening to managerial meeting to extract assumptions about human behavior. Response to managerial decisions is by blaming. McGregor states that there is no prediction without theory and all managerial decisions rest on assumptions about behavior. He also suggests that social sciences will develop a predictive capability comparable to that of physical sciences. Though the fields of management science, organizational science and decision science have progressed substantially since 1960, including important work about biases in human judgment, optimization of complex networks, the scientific advances about the fundamental nature of human beings at work remain indefinable. Chapter 2 Methods of influence and control McGregor, a seminal thinker, states that power to influence others is not a function of amount of authority one can exert. It is a function of the appropriate selection of the means of influence that the particular situation demands. He also points out that with a modern society of interdependence, influence, much more than authority, is central to success. Supporting examples: fields of communications and negotiations Generalizations:- Man is a wanting animal – as soon as one of his needs is satisfied, another appears in its place. This process is unending. It continues from birth to death. Man continuously puts forth effort/work...
Words: 4091 - Pages: 17
...Principles of Management | Motivating Employees in Recessionary Times | Table of Contents Table of Contents 1 Executive Summary 2 Introduction 3 Terms of Reference 3 Background/context 3 Methodology 3 Findings 4 McGregor’s Theory X and Theory Y 4 Introduction 4 Maslow’s Hierarchy of Needs 5 Herzberg’s Theory of Motivation 6 Conclusion 9 Maslow’s Hierarchy of Needs 9 Herzberg’s Theory of Motivation 9 McGregor’s Theory X and Theory Y 9 Recommendations 0 Bibliography 11 References 11 Appendices 12 Executive Summary The purpose of this report was to examine how employees can be motivated in recessionary times. Research for this report included using reliable internet sources, class notes and looking through books in the library. When researching information on the internet I made sure that the only websites I used to produce this report were accurate ones. Although this was hard to do, I made sure that they were not ones that could be changed by any member of the public. On the internet I found a lot of very interesting information about how to motivate employees in recessionary times. I also used the hand out that we had received in our principles of management class. I found that this gave me a guideline to follow and what the main points where when motivating employees. The library facility was also very helpful, but I found that using the online library facility was more beneficial to me. It made it easier to get the information...
Words: 2703 - Pages: 11
...Literature review essay - McGregor’s Theory X and Theory Y styles of management The Human Side of Enterprise (1960) introduced Douglas McGregor’s groundbreaking theories of management and social styles in the workplace. Whilst Theory X and Theory Y were initially suggested in the early 60s they are still reflected in many organisations today. Theory X suggests that humans are generally disinterested and unenthused in relation to work and are unable to accomplish self direction and behavior based on initiative (Kopelman, RE, Prottas, DJ & Davis, AL 2008). In stark contrast Theory Y is based around the principals that workers are not fundamentally lazy but are in fact capable of self control and direction in conjunction with the contribution of innovative ideas and creative input within an organisation. Today McGregor’s theories may still be observed in many workplaces, but in the majority of cases, a healthy combination of both is applied, as discussed in further paragraphs, along with the contrast of the theories and the basics of the theories themselves (Fisher, EA 2009). Theory X states that humans have a loathing for general work practices and do not have to ability to act responsibly and in a trustworthy manor. Theory X suggests that a persons reasons for working are based on their economic self interests alone. Managers in this situation rely on rewards to motivate and punishments to discourage undesirable behaviors. Managers are also often looking for mistakes in...
Words: 1031 - Pages: 5
...Management Theory Management is ‘The art of getting things done through people’. (Follett et al., 1973) ‘Managers give direction, provide leadership & decide how to use resources to accomplish goals’. (Drucker, 1954) ‘Management is the attainment of organizational goals in an effective and efficient manner through planning, organising, leading and controlling organisational resources’. (Daft and Marcic, 2009) There are many definitions of management. Classical theorists such as Fayol and Taylor believed in applying universal principles to achieve ‘one best way’ of management. Henri Fayol emphasised ‘command and control’ and taught the five functions of management as; planning, organising, commanding, co-ordinating and controlling. Taylor in the Principles of Scientific Management (Taylor, 1911) taught that there was ‘one best method’ of management based on the scientific study of each task. Taylor would not have approved of the focus on the individual, as later developed by Elton Mayo using the Hawthorne experiments which highlighted the importance of social interaction (Mayo, 1949). The work of Mayo was a radical concept in its timeframe. In a review of approaches to management Crainer states that Mayo’s studies ‘were important because they showed that views of how managers behaved were a vital aspect of motivation and improved performance’ (Crainer, 1998). Given Taylor’s obsession with control and self-discipline, it is unlikely that he would have understood such a theory. The...
Words: 577 - Pages: 3
...business school professor at the Yale School of Management. Professor Vroom is renowned for his work on the expectancy theory of motivation, which attempts to explain why individuals choose to follow certain courses of action in organizations, particularly in decision-making and leadership. His most well-known books are Work and Motivation, Leadership and Decision Making and The New Leadership. Vroom has also been a consultant to a number of corporations such as GE and American Express. The expectancy theory of Victor Vroom deals with motivation and management. Vroom´s theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain. Vroom suggested that the relationship between people's behavior at work and their goals was not as simple as was first imagined by other scientists. Vroom realized that an employee's performance is based on individual’s factors such as personality, skills, knowledge, experience and abilities. The expectancy theory says that individuals have different sets of goals and can be motivated if they believe that: There is a positive correlation between efforts and performance. Favorable performance will result in a desirable reward. The reward will satisfy and important need. The desire to satisfy the need is strong enough to make the effort worthwhile. Vroom’s Expectancy Theory is based upon the following three beliefs. First is Valance refers to the emotional orientations people hold with...
Words: 2286 - Pages: 10
...of which they are members. Having leadership is essential to any organization and by leading will there be motivation and staff can look upon the leaders to strive together towards the organizational goals. One of the most important aspects to a successful leader is having the appropriate traits. As the saying goes, ‘The clothes make the man’ where having the right traits will than make a capable leader whom employees can get inspiration from and in turn performing efficiently in the organization. The common leader traits as exhibited by good leader is having a high drive, desire to lead, honesty and integrity, self-confidence, able to analyze and make subtle decisions and having substantial amount of knowledge for business (Linstead et al. 2009). From these, we can develop and practice the correct traits in trying to achieve success as an effective leader. As a leader, we can apply the right theories to an organization so as to better manage it and to accomplish tasks efficiently. McGregor’s Theory X and Y where people under the theory X can be rewarded or punish in accordance to promoting performance whereas under theory Y is where employees exercise self-control and motivation towards tasks (Kopelman 2008). This way as a leader, we can apply rewards systems to motivate employees or to motivate employees through inspirations as a role model by apply Theory X and Y accordingly to lead the organization efficiently. Leadership and change are linked where by changing to the...
Words: 610 - Pages: 3
...Paper By James Bishop Instructor: William Lucht Rachel Carson Elementary School, a subsystem of the Montgomery County Public Schools, was built in 1990. The goals of the school are to maintain the proper education for its students. Rachel Carson provides the setting for my examination of various organizational theories. The theories under examination are McGregor’s Theory X and Theory Y and Weber’s Bureaucratic Theory. McGregor’s Theory X assumes that people are basically lazy and need to be coerced into performing effectively. I illustrated this by comparing the teachers to management (these are the individuals who give rewards and recognition to get students to work). I also compared the pupils to workers (individuals needing coercion to fulfill expectations). McGregor’s Theory Y assumes that individuals seek autonomy. This theory is best depicted by Rachel Carson’s administration and its teachers. Teachers are allowed to manage their classrooms with minimal administration intervention. Weber’s Bureaucratic Theory believes organizations should function like machines using the concept of bureaucracy. This concept was best depicted by the entire Rachel Carson staff and how it abides by the rules set forth by the Montgomery County Public Schools. Montgomery County Public School System was established in the early nineteenth century. The goals of education for the school system were adored in 1958. Since then, the goals have been modified on two occasions, once in 1971...
Words: 2189 - Pages: 9
...differentiation between firms. According to Steven Covey’s, The Seven Habits of Highly Effective People it is based upon a set of principles that directs individual effectiveness through inside-out management, one that begins with a focus on one’s self. I will summarize the management theories, how they apply to my organization, compare and contrast two articles that relate to my organization and evaluate my organization in relation to my analysis. Theory X and Theory Y developed by Douglas McGregor in the 1950’s are to be considered theoretical assumptions of management. The focus of theories was on the cosomolgy of managers to elucidate the effects of managerial assumptions on employee work behavior. The central task of management is the control, where they cannot be any prediction without underling the theory. All management decisions and actions rest on a personally held theory (McGregor, Douglas, 1960). McGregor’s ideas of the theories reflect the six ideas, (1) managers make assumptions about employees in work organizations, even if they are unaware of doing so. (2) Two broad categories of managerial assumptions can be identified: an unenthusiastic view (Theory X), and a more enthusiastic view (Theory Y), (3) there are three element dimensions noteworthy to these assumptions, namely whether people are seen as; inherently lazy versus industrious, possessing a limited versus important capacity for useful contributions, and being untrustworthy in opposition to being responsible,...
Words: 1772 - Pages: 8
...George Steins’ Ethical Dilemma * Discuss all of the reasons why you believe George might act unethically and remove the filters, allowing the maggots to remain in the mix. The first reason George might act unethically is due to Social Learning Theory. “Analysis revealed that perceived learning opportunities were shaped, enabled, and constrained by a variety of social, cultural, structural, and process-related imperatives. This was manifested through two learning systems: (1) a formal learning system directly managed by the organization and (2) an informal system that was fostered through strong social networks and driven by the organizational culture. From this investigation, we posit a social theory of learning, which encompasses sharing knowledge and experience through social interaction” (O’Toole, 2011). This is an article for developing learned systems by the Australian Army in their ‘fighting for knowledge’ campaign to understand learned systems in a military setting. Using a focus group of over 150 armed personnel to understand some of the cultural and social systems enforced. Social theory is a theory that states that we learn through observation and our direct experiences with others (Robbins. 2013). The social learning theory is enacted by both formal learning systems, decreed through management, and informal social networks. In the case George is faced with an ethical dilemma. There is an informal social network and management system, Paul that oversees the night crew...
Words: 2202 - Pages: 9
...have witnessed what motivates people to do what they do. I have witnessed teachers who were motivated by the results of their students’ progress. Some teachers were simply there for the paycheck and did not seek to further challenge their students’ academic abilities. In our current situation, we have been working with a new principal and counselor for two years now. This change took some time for everyone to adjust. Our former principal was goal driven, respected, and was very convincing and motivating when speaking of achieving goals for the school. His approach to motivate teachers was different than our current principal. There are a few motivational theories that may be utilized to create a motivational plan for our school. Douglas McGregor X and Y Theory According to Professor Douglas McGregor’s Theory X, people naturally dislike work and will avoid it. They also will avoid...
Words: 1380 - Pages: 6
...INTRODUCTION Content (or need) theories of motivation focus on factors internal to the individual that energize and direct behavior. In general, such theories regard motivation as the product of internal drives that compel an individual to act or move (hence, "motivate") toward the satisfaction of individual needs. The content theories of motivation are based in large part on early theories of motivation that traced the paths of action backward to their perceived origin in internal drives. Major content theories of motivation are Maslow's hierarchy of needs, Aldermen’s ERG theory, Herzberg's motivator-hygiene theory, and McClelland's learned needs or three-need theory. DEFINITIONS Motivation is one of the most frequently researched topics in Organization Behavior. The term motivation is derived from the Latin word movere, meaning "to move." Motivation is the study of why people think and behave as they do. It is the driving force behind human behavior. It is the forces acting on or within a person that cause the arousal, direction and persistence of goal-directed, voluntary effort. Many people incorrectly view motivation as a personal trait that is, some have it and others don’t. In practice inexperienced managers often label employees who seem to lack motivation as lazy. Such a label assumes that an individual is always lazy or is lacking in motivation. Knowledge of motivation tells us that this just isn’t true. Think about Kim Jong II. The man is highly motivated, just...
Words: 1090 - Pages: 5
...Motivation plays an important part in performance. Both punishment and reward motivate in a different way. Punishment will hurt relationship of management and workers. It motivates by withholding the rewards and forcing them to meet goals in the short run. Punishment creates fear in people. It can be in the form of demotion, job loss or public humiliation. It is not encouraged by many thinkers, as there might be negative effects in the long run. People might become defensive and work quality might drop. Union might also get involved. The stress might increase staff turnover rate and thus increase company’s costs in re-training and recruitment. However, it is also an effective corrective action to stop bad working behaviour. Rewards can be in the form of money, promotion, job satisfaction and other types of recognition. However, rewards lose their effectiveness as motivators over time. Awarded worker might become complacent. If worker perceived as less deserving also received the award, other recipients will treat the same reward as an entitlement. The below-mentioned three thinkers belong to the human relations era. They emphasize the importance of understanding human behaviour and motivation. Abraham Maslow’s hierarchy of needs identified five levels of human needs which workers seek to fulfill. In sequence of bottom-up, they are the physiological needs (Food, water, shelter, sleep and medicine), security or safety needs (Fear of job loss, free of physical danger),...
Words: 728 - Pages: 3
