McGregor's X and Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day to day business are all too easily forgotten.
McGregor maintained that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.
Advantages of Theory X Managers
- Work is carried out efficiently
- Has strict deadlines
- Does not hand out responsibilities to employees
Disadvantages of Theory X Managers
- Does not want to socialise with members of staff
- Only wants to issue orders
- Employees feel scared to talk with manager
MASLOW
Maslow developed a hierarchy in which basic needs, low level needs such as psychological requirements and safety needs must be satisfied before higher- level needs, such as self- actualization needs are pursued.
Psychological needs
These needs are the basic needs one needs to sustain life, such as, air, water, sleep, etc.
Maslow believed that if such needs are not satisfied then higher needs, such as, safety and social needs are not felt until one has met the basic needs.
Safety needs
Once the basic needs are fulfilled then the attention turns to safety needs. Such needs might be fulfilled by safe work place, medical insurance, job security and financial reserves.
Social needs
When needs of physiology are met safety automatically merges in and helps a person to have to protection from the outside world example, security of employment, familial security, security of health, security against crime against property and physical security. If these are met then a person feels more relieved about going to a work place where he can feel secure.
Self esteem needs
Once a person feels a sense of ‘belonging’, the need to feel important arises. Some esteem needs are self respect, achievement, attention, recognition and reputation.
Self- actualization needs
This is the highest order need according to Maslow’s Hierarchy. It is the ability to realise your full potential.
HERTZBERG
Hertzberg describes needs in two different terms: Hygiene factors and Motivators.
The hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with their work.
Hygiene factors include:
- Company policy and administration.
- Wages, salary and other financial remuneration - The way salary benefits the workers is by giving them a good amount because this makes them work to the best ability and keep the premises safe. If workers know that the place they work at needs to be safe and work worthy they would carry out cleaning tasks themselves. Salary helps businesses hygiene as this motivates them to work and clean up any area which is not safe.
- Quality of supervision - On a workplace it is usually a good thing to keep an eye on everything being carried out because it reassures the workers about what ever they are doing it is being watched so the task done is correct. This helps the premise to be safe and clean and the task being carried out is being done efficiently.
- Quality of inter-personal relations.
- Working conditions - If the premise at the job place is poor and not worthy of working then this could effect the efficiency for the task being carried out. If the area has obstacles, slippery floor, out of band sections and etc it could slow down the work being done. With a poor premise workers feel lacking behind and do not want to carry out tasks to full of their ability.
- Feelings of job security.
Motivator factors are based on an individual’s need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above average performance and effort.
Motivator factors include:
- Status
- Opportunity for advancement
- Gaining recognition
- Responsibility - By giving the person responsibility for a task shows that the manager or team leader has full hope in them that they will carry out the task. This motivates the person more and shows that they have been set a goal to achieve with there own faith and ability.
- Challenging/ stimulating work
- Sense of personal achievement and personal growth in a job - By carrying out a task a person looks up to themselves and is proud of what they have carried out this could be by, Helping out, created something, carried out a difficult talk, a job completed. Many workers like to be privileged from accomplishing tasks in a work place so that they could feel eager to start another and be proud of achieving things.
Motivational Strategies Used at Pizza Hut
Hertzberg Hygiene Factors and Motivators
There are many types of motivational strategies which Pizza Hut adapts regarding what management it is under. Pizza Hut knows that happy colleagues deliver great service that’s why they have a whole host of flexible benefits and these involve the follows:
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Training – Pizza Hut offers members to do a vocational training scheme where they send their colleagues to be trained and have a managerial position. This scheme is carried out every week to help give extra to members.
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Equality – Pizza Hut has a strict policy to serve all members equally and not discriminate on any grounds. All applicants are considered for roles immaterial of their sex, marital status, sexual orientation, disability, race, religion, colour, nationality, ethnic origin or age. They employ the same recruitment and training processes for all applicants. What they do is to make sure candidates feel as comfortable as possible during the selection process and make sure that Pizza Hut spread the net as wide as possible in terms of targeting potential colleagues.
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Salary – As Pizza Hut has an equality policy they make sure all their employees are paid the amount they are told and not even a penny less. Salary is another method why members at Pizza Hut stay motivated and carry out tasks efficiently. With the results I received from my questionnaire it clearly showed salary is one of the most important parts that keeps them motivated.
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Communication – In Pizza Hut communication is very essential as a daily job it is carried out if members communicate with each other. Pizza Hut makes all colleagues feel at ease to talk to each other which would mean if they are unsure of something they can ask for any work need doing again. Pizza Hut has a communication level in which the head of boards communicate downwards to relevant board directors for carrying out the relevant task. A good theory Y manager would communicate with colleagues and talk with them on a friendly basis regularly. This is because Pizza hut does not want to control their members and want them to have responsibility of carrying out ant task located.
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Promotion - Pizza Hut gives the opportunity of promoting its employees so they can become more advanced in their career. Pizza Hut allows its employees to become something higher than what they already are, this is the reason why they give training skills to each of their employee who joins them.
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Discounts – Pizza Hut offers all of its employees special discounts on their pizzas, if they come with their friends and family they would get special rates on their pizzas and not only that at the end of the working day if theirs any pizzas left over they have the opportunity to take them home with them.
Conflicting needs
Conflict is an open clash between two opposing groups (or individuals). Sometimes the individual needs and motivating factors of employees may conflict with the needs and aims of the organization there is usually lots of potential conflict in a workplace as the employees may not agree on the way the employer treats them, or the way that the business is ran etc. If a business is trying to reduce expenditure, it may keep increases in salaries and wages to a minimum, which can have adverse effect on employee’s motivation.
Conflict and ways to Improve at Pizza Hut
For any organisation to be successful and efficient in achieving its goals, the people in the organisation need to have a shared vision of what they are striving to achieve, as well as clear objectives for each team / department and individual. You also need ways of recognising and resolving conflict amongst people, so that conflict does not become so serious that co-operation is impossible. All members of any organisation need to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major problem to the workplace.
- There could be many conflicts that could occur in a business like Pizza hut, and these could be the finance at the tills. If the right amount of money is taken from customers and have the right amount when they finish work, then this could cut out on the conflict. The way this can be improved is if Pizza Hut recruits members for this job who have a good level of numeric skills the reason for this is because they would not make any errors in counting and issuing the right amount.
- A very common conflict that could occur would be if any of the employees mishear the customer and bring or deliver the wrong pizza to there table/place. To avoid this Pizza Hut can train their employees by telling them to double check the pizza before and after taking the order.
- If tasks are set out by team leaders and are not finished or started this could be a major conflict as it drags on for hours or days. If the work is done when it’s handed then this could cut down on long hassles and misunderstanding.
- If member of staff at Pizza hut start arguing this can lead to problems such as they would not be able to work with each other and start being avoided, and if there are tasks like making a pizza together which would involve the employees working with each other members would try avoid it and also knowing that only they have the right skill to carry it out.
Conflict Between Organisations and Individuals
In every business there is always some sort of conflict between organizations and individuals. For an organization to ensure that they don’t face any of these conflicts they need to find out where they are going wrong.
The conflicts an organization and individuals can face in Pizza Hut are:
- The service they provide – For any business to be successful they have to provide some sort of service to its customers, this is because the way a service is put across has a huge impact on the buyer. Once customers are satisfied with the service they are receiving they obviously give a good review to the business. Conflict arises when customers are not happy with the standard of service they have been given then they give negative views towards the business.
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Quality – Every business should produce the best quality of products Pizza Hut should provide the best Pizzas possible to avoid conflict. Conflict starts arising if Pizza Hut do not produce good pizza’s for example if they leave the pizza in the oven too long and the pizza gets burned, or the pizza can be left out too long, they should ensure Pizza Hut uses the best quality products to produce the pizza possible to avoid customers complaining then conflicts arising.
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Profit – When a business wants to do well in the competitive world they need to either break-even or make some kind of profit for which they can purchase higher stock, expenditure of business and etc. Conflict is arisen in Pizza Hut when it is not producing good enough amount in order to sell to customers to reach that break-even point. For Pizza Hut to get more customers it needs to ensure it is giving its best other wise this may lead to various outcomes which would affect, employees, reputation of business, bankruptcy and others.
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Training – For every individual they are always offered some sort of training in Pizza Hut. If Pizza Hut offer good training then the individual would be happy to work with them and do any task they would be given. Conflict arises in this when the trainer does not train the member to the right standard of what they have to do. If the employee is not given the right amount of training then the employee would not be able to do all the work.
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Salary - Individuals who work for an organisation or any business always want to be paid a good standard so that they could at least be satisfied with the basic needs. If individuals in Pizza Hut are poorly paid then it lessens the chances of them being motivated and working efficiently which means the output they produce is not to a good standard.
Alternative Approach for Pizza Hut
If Pizza Hut want to do more for their employees then they should start giving incentives such as bonuses, this would motivate employees more. I also feel if more responsibilities are given to an employee are feel more wanted in the organization. Team leaders should give out tasks which can be done in a longer period in order for work to be carried out in a better standard. Pizza Hut can gain more customers by getting the board of directors to come down and help out with work so they can ensure everything is up to their standard. This way they can socialize more with their employees and find out more about their needs.