Theory X - Y Jessica - Theory X and Y Managers are always...

This preview shows page 1 - 3 out of 5 pages.

Theory X and Y Managers are always constantly trying to improve the performance of a company. They are always concerned in employee’s loyalty to the company, or on the employees desire to work for the company and ultimately to improve it. Theotry X and Y deals with all this management desires. It helps understand how to motivate the employees, and shows which of the two is more convenient and under which situation. Douglas McGregor’s theory concerns employee motivation. But the way Douglas tries to associate both theories may not be as appropriate, for instance, maybe employees are lazy/hard working because they are treated as such. To begin with we must understand what is Theory X and Y, its components, its differences, and ultimately who was the creator of such. In 1960 “The Human Side of Enterprise” written by the esteemed and highly regarded psychologist/management professor Douglas McGregor was published. The book proposed two different ways (theories) on how to view employee motivation. He purposely avoided a descriptive name for his theories and simply called them theory Theory X and Theory Y. (Sales, 2002). Both of the theories begin with the same assumption that the role of management is to assemble the factors of production, and people in order to enable economic benefit for the firm. From this common point and on, the two theories of diverge from each other. (Coch & French, 1998) Theory X managers typically assume that people possess the following characteristics: Dislikes work and does whatever it takes to avoid it Has no ambition, does not want to be assigned responsibility, and rather be led then lead Is self-centered and care more about him/herself than the organization and the organizational goals
Image of page 1

Subscribe to view the full document.

Resists change Are gullible and unintelligent When using Theory X management there are two approaches the manager can choose from depending on what type of employees he/her are handling with; the soft approach, and the hard approach. (Day & Hamblin, 1994). The hard approach relies mostly on coercion, close
Image of page 2
Image of page 3

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern