What is Mcgregors Theory X and Y?
In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y.
What are Theory X and Theory Y explain?
Definition: Theory X and theory Y are part of motivational theories. Both the theories, which are very different from each other, are used by managers to motivate their employees. Theory X gives importance to supervision, while theory Y stresses on rewards and recognition.
What is Theory X and Y in psychology?
two contrasting types of managerial philosophy: Theory X managers assume that workers are passive, lazy, and motivated only by money and security, whereas Theory Y managers assume that workers want to grow psychologically and desire autonomy and responsibility.
What was McGregor’s theory?
Douglas McGregor, through his well-known “Theory X and Theory Y,” drew a distinction between the assumptions about human motivation which underlie these two approaches, to this effect: Theory X assumes that people dislike work and must be coerced, controlled, and directed toward organizational goals.
What is Z theory of motivation?
Theory Z assumes that employees have strong loyalty and interest in their teams and organization. Therefore, a combination of job security, holistic concern for employees, collective decision-making and individual responsibility motivates employees to be productive and realize their true potential.
Which are the features of Z theory?
A type Z organisation has three major features—trust, subtlety and intimacy. ADVERTISEMENTS: Mutual trust between members of an organisation reduces conflict and leads to team work.
What is an example of Theory Z?
Theory Z Examples The focus on training leads to consistent improvement in the performance of employees. The workers receive sufficient time to develop, leading to skill acquisition and improvement.
What are the main features of Theory Z?
It has the following characteristics:
- Collective decision-making. This is the core principle of the Z theory and connects to the previously mentioned Y theory.
- Long-term employment.
- Job rotation.
- Slow promotion.
- Focus on training.
- Care for personal circumstances.
- Formalised measures.
- Individual responsibility.
Why is Theory Z the best?
The benefits of Theory Z, Ouchi claimed, would be reduced employee turnover, increased commitment, improved morale and job satisfaction, and drastic increases in productivity. Theory Z stresses the need to help workers become generalists, rather than specialists.
Who is father of Z theory?
One Theory Z was developed by Abraham H. Maslow in his paper “Theory Z”, which was published in 1969 in the Journal of Transpersonal Psychology.
What are the assumptions of McGregor’s Theory Y?
In strong contrast to Theory X, Theory Y management makes the following assumptions: Work can be as natural as play if the conditions are favorable. People will be self-directed and creative to meet their work and organizational objectives if they are committed to them. People will be committed to their quality and productivity objectives if rewards are in place that address higher needs such as self-fulfillment.
What is Douglas McGregor Theory?
The concept of Theory X and Theory Y was developed by social psychologist Douglas McGregor. It describes two contrasting sets of assumptions that managers make about their people: Theory X – people dislike work, have little ambition, and are unwilling to take responsibility.
What is most useful about Theory X and Theory Y?
What is MOST useful about Theory X and Theory Y? They shed light on managers’ attitudes toward employees. Positive reinforcement is used when a company or manager provides a reward when employees exhibit desired behaviors.
What are examples of Theory X and Theory Y?
Theory X – people dislike work, have little ambition, and are unwilling to take responsibility. Managers with this assumption motivate their people using a rigid “carrot and stick” approach, which rewards good performance and punishes poor performance. Theory Y – people are self-motivated and enjoy the challenge of work.