People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment. The capacity for creativity spreads throughout organizations. Most people can handle responsibility because creativity and ingenuity are common in the population. Under these conditions, people will seek responsibility.
Under these assumptions, there is an opportunity to align personal goals with organizational goals by using the employees’ own need for fulfillment as the motivator. McGregor stressed that Theory management does not imply a soft approach. XY THEORY MANAGEMENT APPLICATION ( Business Implications for workforce Motivation) If Theory Y holds true, an organization can apply these principles of scientific management to improve motivation: DECENTRALIZATION AND DELEGATION – If firms decentralize control and reduce the number of levels of management, managers will have more subordinates and consequently will be forced to delegate some responsibility and decision making to them. JOB ENLARGEMENT – Broadening the scope of an employee’s job adds variety and opportunities to satisfy ego needs. PARTICIPATIVE MANAGEMENT – Consulting employees in the decision making process taps their creative capacity and provides them with some control over their work environment. PERFORMANCE APPRAISALS – Having the employee set objectives and participate in the process of evaluating how well they were met. If properly implemented, such an environment would result in a high level of workforce motivation as employees work to satisfy their higher level personal needs through their jobs.
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- Winter '20
- Management, Douglas McGregor, soft approach