Theory X & Theory Y

Theory X and Theory Y which describes the behavior Of workers in Organisation

1. McGREGORS THEORY X AND Y Douglas Mcgregor wrote the book “ The human side of enterprise ” in 1960 He examined individuals behaviour at work . From this he formulated two models of management based on hierarchy into lower-order needs ( Theory X ) and higher-order needs ( Theory Y ). These theories are based on human behaviour in management . It concludes dual aspects of human being. He suggested that management could use either set of needs to motivate

2. Understanding the Theories Our management style is strongly influenced by our beliefs and assumptions about what motivates members of your team : If you believe that team members dislike work, you will have an authoritarian style of management ; On the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participation style .

3. THEORY X Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management. According to this view, management must actively intervene to get things done. It summaries that workers need to be constantly watched and instructed what to do.

4. CHARACTERSTICS intolerant distant and detached aloof and arrogant short temper issues instructions, directions, edicts issues threats to make people follow instructions demands, never asks does not participate does not team-build unconcerned about staff welfare, or morale proud, sometimes to the point of self-destruction one-way communicator poor listener

5. THEORY Y Theory Y shows a participation style of management that is decentralized. It assumes that employees are happy to work, selfmotivated , creative and enjoy working with greater responsibility. It emphasizes that staff are self-disciplined and would like to do the job themselves

6. Characerstics Take responsibility and are motivated to fulfill the goals they are given. Consider work as a natural part of life and solve work problems imaginatively. Assumes that people seek fulfilment through work and are willing to work hard. In Y-Type organizations, people at lower levels of the organization are involved in decision making.

7. OTHER CHARACTERSTICS self-motivated responsible always participate gives rewards and feedback promotion power to implement decisions active good listener happy concerned about staff welfare

8. COMPARISON

9. APPLICATION Theory X management style is widely accepted as inferior to others, it has its place in large scale production operation and unskilled production-line work. Theory Y -style management is suited to knowledge work and professional services; even highly structure knowledge work, such as call center operations, can benefits from. Theory Y principles to encourage knowledge sharing and continuous improvement.

10. Application of Hierarchy of Needs to Management and Workplace Theory X (ineffective management) Once a need is met , it no longer motivates behavior: therefore only unfulfilled needs are motivational. Theory Y (effective management) Motivational emphasis shifts to social, ego and self- actualization since most employees have physical and safety needs met.

11. CONCLUSION Though these theories are very basic in nature, they provide a platform for future generations of management theorists and practitioners to understand the changing dynamics of human behavior. McGregor’s X-Y Theories remain guiding principles to the management to evolve processes which help in organizational development.