This scenario best describes job: Giovanni was laid off from his software engineering job. 3. a four-day or shorter period in which employees work 40 hours. In his 1960 book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. E. the equity theory. C. Herzberg's hygiene factors. 4. working condition Some employees dont fit into any category; therefore, managers should use a mixture of both theories to succeed. McGregor contrasted two views of management the traditional view, which he called Theory X, and a humanistic view, which he called Theory Y. 1. by offering flextime to all employees We utilize security vendors that protect and 4. 4. job rotation. Humans in general, do not intrinsically like to work and work as little as possible. 2. 4. the average worker has little ambition. 1. workers will exercise self-direction and self-control. 2. salary Theory X managers believe that workers like to work, while Theory Y managers believe that the average worker dislikes work and will avoid it when possible. 5. Operant conditioning 1. 4. by creating a competitive environment at the workplace Theory Y . Under these conditions, people will seek responsibility. B. work is as natural as play or rest. It is the managers responsibility to identify team members requirements and select the right management style. Please reference authorship and copyright of material used, including link(s) to Businessballs.com and the material webpage. Which of the following is a major difference between the Theory X and Theory Y views of management? Implications of McGregor's Theory on Teaching Method The theory x teacher will use the carrot and stick approach to motivation because he believes that the potentials of students are static . 5. challenging employees. 1. esteem needs 5. Jobs are more satisfying as the number of tasks performed by an individual increases. "Maslow's Hierarchy and McGregor's X and Y Theory." McGregors Theory X and Y, although from 1960, is still highly relevant to bring reflections on how assumptions about people and their relationship with work shape our leadership style and our organizational culture. HR efforts must adopt updated forms of compensation and incentives, take a more concerned approach for the environment and for employee happiness, and plan carefully each point of the employees journey, including critical moments such as contract termination. Workers are happy to contribute and feel internally satisfied. 4. when two people do one job. 2. A compressed workweek is: 2. In a strict environment with little autonomy, workers were indeed unhappy and lacking ambition. B. the humanistic view of management.C. Students are naturally predisposed to learn. At the weekly management meeting, Dakota is recognized by his boss for a job well done on a recent project. 3. ignore the security needs of his employees. Average humans do not detest their work but like or dislike it according to temporary situations that can be improved. Anderson 3PL, a logistics company, allows employees to work on a flextime schedule. Maslow's hierarchy of needs 5. The first part of McGregors theory is Theory X. 25. option A is correct Definition: The Theory X and Theory Y are the theories of motivation given by Douglas McGregor in 1960's. These theories are based on the premise that management has to assemble all the factors of production, including human beings, to get the work done. Necessary rewards upon task completion can be given to keep employees motivated. Still, in terms of motivation and engagement, Theory Y seeks and relies on extrinsic motivations. Managers who practice Theory X have a strong inclination towards systems that favor command and control, authoritarianism, micromanagement, and high degrees of supervision to ensure that people do what needs to be done. D. hygiene factor? In strong contrast to Theory X, Theory Y managementmakes the following assumptions: 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. D. a manager who meets Maslow's esteem needs of employees. Most workers put safety above all factors associated with work, displaying little ambition. 4. 1. Because our behavior tends to be consistent with our assumptions, attempts to influence others often reveal some indications, often subtle and not necessarily noticeable or aware, that those assumptions are. The theory assumes that employees are lazy and cannot make decisions. Theory X and Y are opposite extremes, but the great subtlety is that McGregor did not state the question of one being better than the other. The Three Needs Theory, also known as need theory, is the best-known theory of David McClelland,, Read More McClellands Three Needs Theory: Power, Achievement, and AffiliationContinue, Victor Vroom at the Yale School of Management was the first to put forward the Expectancy, Read More Expectancy Theory of MotivationContinue, Businesses and organizations have long sought for answers on how to boost employee production, and therefore,, Read More Herzbergs Motivation-Hygiene Theory: Two-factorContinue. It is possible to observe a strong interdependence between Theory Y and enabling leadership, an attractive corporate culture for people and teams that relate to each other with trust and respect. Motivation Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. C. a Theory Z manager according to Ouchi. C. people will seek and accept responsibility. 4. telecommuting. 2. Identifying the issue causing the work to suffer will help the manager analyze individual employee needs better. Both are motivational theories and are used by managers to motivate their employees to perform better. Does the team not understand the work? 4. There is often a central authority base and managers follow an authoritative leadership style. Instead of punishing the employee or associating a reward with work, the manager will allow them to collaborate with others and find solutions that fulfill the team members self-actualization, self-esteem, and social needs. According to Herzberg (1987) managers can eliminate the dissatisfaction among the employee by applying the motivation factors of two factor theory as follow: Fix poor and obstructive company policies. Identify what the employee lacks and their working style to employ the right theory that will motivate them in the right direction. There is a theory also working for employee motivation called - Maslow's Need Hierarchy Theory. Only when these needs are met can people focus their attention on satisfying the next level of needs. The average person prefers to be directed; avoid responsibility; is relatively unambitious, and wants security above all else. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. In 1960, Douglas McGregor, an American Social Psychologist, has published a book entitled "Human Side Of enterprise". 5. salary. McGregors X and Y Theories are contrasting theories that depict two different aspects of human behavior at work. Such individuals are used to working on their own terms and accomplishing tasks. IvyPanda. Companies that want to remain relevant and agile, delighting customers and employees, have to adopt Theory Y premises in their culture. McGregor argued that the employees of an organization could be broadly classified into two groups. McGregor's Theory Y corresponds to the humanistic view of management The field of human relations has become increasingly important over the years as businesses strive to understand how to do all of the following EXCEPT boost company sales. The hard approach results in hostility, purposely low output, and extreme union demands. 3. 1. serves customers better by allowing more coverage of customers over longer hours. the equity theory. McGregors X and Y Theories was developed by social psychologist Douglas McGregor in the 1960s. Theory Z Job enrichment McGregor's Theory Y corresponds to: 1. McGregor's Theory X and Y, although from 1960, is still highly relevant to bring reflections on how assumptions about people and their relationship with work shape our leadership style and our organizational culture. 4. social needs IvyPanda. The instructor is responsible for actively sharing their knowledge with the students. Wed love your input. Is the team demotivated because of a lack of incentives? In managing his employees, he is most likely to: Workers are eager to participate in decision-making. 5. flextime. 5. physiological needs, Aaron has satisfied his physiological needs as well as his security needs. Morale. B. the humanistic view of management. (2022, May 11). Disclaimer: Reliance on this material and any related provision is at your sole risk. T or F, Good News, a public relations agency, has a rule that employees can choose their start and end times as long as they were in the office between 9:30 a.m. and 3:30 p.m. In the United States, workers', as defined by Maslow, have largely been met by minimum-wave laws and federal occupatioanl safety standards. 5. security needs, Diego feels he has achieved some measure of respect as a cosmetic surgeon. Results-driven and deadline-driven, to the exclusion of everything else, Issues threats to make people follow instructions, Unconcerned about staff welfare, or morale, Proud, sometimes to the point of self-destruction, Fundamentally insecure and possibly neurotic, Withholds rewards, and suppresses pay and remunerations levels, Scrutinises expenditure to the point of false economy, Seeks culprits for failures or shortfalls, Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence, Takes criticism badly and is likely to retaliate if from below or peer group, Poor at proper delegating - but believes they delegate well, Holds on to responsibility but shifts accountability to subordinates, Relatively unconcerned with investing in anything to gain future improvements, Theory X managers (or indeed Theory Y managers displaying Theory X behaviour) are primarily, Theory X managers generally don't understand or have an interest inhumanissues, so don't try to appeal to their sense of humanity or morality, If an X Theory boss tells you how to do things in ways that are not comfortable or right for you, then don't question the process, simply. 5. How can managers avoid equity problems? The commitment to achieving goals is a function of the rewards attributed to the success of the task. This book describes the development of two new theories X and Y. They believe that the following statements are true of workers: 1. An inner drive that directs a person's behavior toward goals is called motivation Herzberg's motivational factors. Esperanza oversees the production line at a car manufacturer. 4. physiological needs Theory X and Theory Y was first proposed in 1960, by Douglas Mcgregor. Which management theory does Freedom Clothing follow? E)the equity theory. The common motivation methods in the healthcare industry include monetary rewards, training, off duties, and leaves just to mention a few. Theory Z Theory Y serves as a counterpoint to Theory Xs authoritarian and control-oriented assumptions over people. McGregor recognized that some people may not have reached the level of maturity assumed by Theory Y and may initially need tighter controlsthat can be relaxed as the employee develops. Since the layoff, Giovanni has shifted his focus to finding a new source of income. We reviewed their content and use your feedback to keep the quality high. 2. IvyPanda. These cookies do not store any personal information. 4. McGregor suggested that organizations would experience greater success if they focused on satisfying interpersonal needs, which led to the development of Theory Y. 4. workers are not capable of self-control. 1. He instills fear among employees by threatening to cancel bonuses if deadlines are not met. After employing a particular theory, monitor its performance. Douglas McGregor expressed his views of human nature in two sets of assumptions. However, if the employees behavior does not change, it is time to change tactics. We also use third-party cookies that help us analyze and understand how you use this website and provide a relevant marketing for you. It allows two people to do one job. Businessballs has been used by over 120 million people over the last 10 years. C. Herzberg's hygiene factors. D. Herzberg's motivational factors.E. And for the first 12 weeks after signing up, you'll receive each week a new step toward happiness at work with actions and experiments you can take to the office right away. IvyPanda. 3. a compressed workweek. Proposed in 1960, by Douglas McGregor expressed his views of management manager analyze individual employee needs better by managers. Over the last 10 years to change tactics your feedback to keep the quality high two theories by which mcgregor's theory x corresponds to... Still, in terms of motivation and engagement, Theory Y serves as a counterpoint to Xs! 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