Douglas Mcgregor Theory X Theory Y Pdf Merge Tool
Douglas McGregor's seminal work on how leadership behavior is ultimately a. McGregor wrote about Theory X and Y by thinking about industrial. Hope for the espoused Theory Y. The tools and methods of organizational. To combine the task efficiency associated with scientific management with the respect for.
Critically evaluate McGregor’s Theory X and Theory Y. How far is it applicable to management and employee motivation in contemporary Chinese organizations? In the modern corporation environment, employees’ motivation plays a pivotal role, thus they should be recognised as a significant part of corporations’ financial assets. There are several distinct viewpoints of approaches to managerial strategies about motivating employees, one of which is McGregor’s Theory X and Theory Y.
It proposes that providing an satisfying employees’ higher needs is more preferable than simply controlling them by rewards and punishment. This essay will firstly evaluate McGregor’s theory. Although influential value of this theory in organization history might be approved, there are two primary issues, invalidity and superficial recognition, which criticisms revolve around. Subsequently, this essay will discuss the extent of this theory’s application in Chinese organizations.
Although McGregor’s theory may be employed in few corporations, this theory is generally not applicable in most contemporary Chinese organizations. Many theorists support that McGregor’s theory considers the field of management from a new angle, indicating a strong influential value.
In contrast to the principles of conventional management mentioned as Theory X, the advocated Theory Y illuminated a cluster of new or redefined concepts such as self-fulfilling prophecy and responsibility. According to Carson (2005), some of those concepts had been interpreted before; however, McGregor’s theory combined those concepts emerging from separate theories. 1 page, 267 words. They’ll be advantageous regarding the operation of the organization. The three employees selected for the assessments were Andy McClaren, Ji. Dissatisfaction or life dissatisfaction.
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By completing this assessment, the management team will be able to keep assisting Andy to improve. A low score on the Emotional Intelligence assessment. The management team must make Khanh conscious of her strengths.
Based on these compiled conceptions, this theory takes higher-order needs into consideration, which innovatively introduces a profound work value that management should not only involve controlling and monitoring. Moreover, the inclination to responsibility of employees contributes to participative atmospheres in working environment. Lerner (2011) claims that McGregor’s theory can prepare employees’ skills to tackle complicated tasks due to their sense of responsibility, in parallel with improving the potential of an individual. Therefore, this theory, revealing an initial pattern of management strategy, dramatically influences the applied field of organization development.
In spite of the influence and originality of McGregor’s theory, there is a primary drawback of the validity, which is regarding the assumption of in this theory. This theory is primarily based on an analysis of human nature. McGregor (2000) has pointed out that theory X management assumes that people generally are not responsible for work in contrast to theory Y assuming that people are invariably self-controlled. However, the theory X assumption is exaggeratedly negative while the theory Y assumption is overly optimistic. According to Bobic and Davis (2003), there is no evidence that systematically certifies the existence of individuals’ extreme attitudes towards work.
Similarly, Francesco and Gold (2005) argued that human nature is not viewed purely positive or negative in all the cultures, drawing on Hofstede’s theory. Furthermore, different employees may have somewhat different characteristics; however, McGregor blended those sophisticated human natures into two simplistic models to introduce a quite deficient theory. Therefore, the theory seems to be invalid due to this relatively unrealistic and inadequate analysis. In addition to the invalid assumption of McGregor’s theory, there is another drawback concerning superficial recognition of autonomous environment and authority which are primary principles of Theory Y and Theory X respectively. McGregor (2000) state that autonomous environment can be acquired by opportunities for self-actualization. 1 page, 490 words. Retail stores, corporations, and companies of all sizes.
The incentive programs identify and give rewards to those employees who are. Among many others.Organizations will be the benefactor of increased employee attitude, morale, unity, teamwork, productivity, and an. Being taught through training and educational programs.
'Building Employee Enthusiasm' provides a stepping-stone for achieving a better. Nonetheless, Head (2011) has argued that incentives involving self-actualization are barely effective. Likewise, Bobic and Davis (2003) state that self-actualization is not a pragmatic motivational factor due to the rare opportunity provided by corporations in reality. Although some approaches such as job enrichment can be implemented, managers may not be totally competent to direct this management, which reveals that McGregor’s theory may overestimate the effectiveness of autonomous environment. Conversely, the model of authority representing Theory X may be a more frequently adopted management tool, which is the contrary to what is portrayed in the theory.