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Management Theory of Douglas McGregor - Theory X and Theory Y

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Motivation Theories/ Management Theories Management Theory of Douglas McGregor - Theory X and Theory Y McGregor's theories define about the attitudes of managers and workers, as well as how workers are perceived by management, and how workers perceive their role in the company. He identified two styles of management, which he called Theory X and Theory Y. These theories put forward to the managers, not the workers. Theory X basically holds the belief of autocratic managers that their employees has in inherent dislike for work and will avoid it if possible. These managers like to retain most of their power and authority, by making decisions on their own, then instructs their employees to carry out the work task. They often describe as "authoritative", because they act as "authorities". This type of manager places great deal of concern on the accomplishment of the work, whilst much less concern for the worker's opinions/attitudes toward the manager's decision. This is like self-fulfilling, as the managers give less opportunities for the employees to participate, the employees will probably lead to decrease of work motivation. ...read more.


Leadership Power & Authority Employees Conflict X - more authoritarian - retain most of their authority - lose ground in the work place - only respond to monetary rewards - might lead to decrease of work motivation --------------- Y - more participative - share more authority - still retain power to implement the decision - much higher productivity - far more prevalent in the work place -might be given the opportunity to exert "Negotiating" strategies to solve their own differences X & Y - remain a great deal of control - both keep most of the power and authority --------------- -more likely to exercise a great deal of "Power" based conflict resolution style (esp. X) Motivation Theory of Abraham Maslow Maslow believes that most of the people want more than they have; they are always not satisfied with what they have. As one desire is satisfied, another need would be find, which just pops up in its place. Most human beings would just keep on wanting more until reaches to a point, where all needs are met. ...read more.


The lower one is the need for respects for others, whereas the higher one requires self-respect, which includes the sense of confidence, achievement, independent, and freedom. This is known as the higher form because once you have self control, it's unlikely to lose. Basically, this is the need to feel valuable. 5. Self-actualization needs. This is the level, when employees satisfy all their needs, including the 4 needs above. For business implication, it would provides employees the opportunities for developing new skills, scope to meet challenges and room to perform incentive and creativity. Basically it introduces new task to employees, and gives satisfaction of innermost desire, to achieve your desires. However, there are some draw-backs occur, because some employees might reach to a higher level before reaching to a lower level. For instance, employees may reach a satisfaction in social needs (love and belonging needs) before reaching to the physiological needs. A employee can meet and engage with people in teams/groups but not having a good environment for working. In other words, employee might enjoy working with the people they're working with, but at the same time, not having satisfaction on his/her working environment. Business Studies ...read more.

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