Theory Y Assumptions
In addition, McGregor believes an average human has an attitude of liking working and will enjoy it.
- Control and punishment are not the only ways to make people work, man will direct himself if he is committed to the aims of the organization.
- If a job is satisfying, then the result will be commitment to the organization.
- The average man learns, under proper conditions, not only to accept but also to seek responsibility.
- Imagination, creativity, and ingenuity can be used to solve work problems by a large number of employees.
- Under the conditions of modern industrial life, the intellectual potentialities of the average man are only partially utilized.
These assumptions are based on social science research that had been carried out, to demonstrate the motivation which is present in man and which organizations should recognize in order to become more effective.
Frederick Herzberg, contributed to human relations and motivation in terms of organization development, two theories of motivation as follows:
- Hygiene Theory
- Motivation
The first part of the motivation theory involves the hygiene theory and includes the job environment. The hygiene factors include
- the company,
- its policies and its administration,
- the kind of supervision which people receive while on the job,
- working conditions
- interpersonal relations,
- salary,
- status, and
- Security.
These factors do not lead to motivations but without them, there is dissatisfaction.
The second part of the motivation theory involves what people actually do on the job. The motivators are
- achievement,
- recognition,
- growth / advancement and
- Interest in the job.
These factors result from internal generators in employees, yielding motivation rather than movement.
Both these approaches (hygiene and motivation) must be done simultaneously. Treat people as best you can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition for achievement, interest, and responsibility and they can grow and advance in their work.
Abraham Maslow suggested that there are five sets of goals, which may be called basic needs.
These are:
- physiological,
- safety,
- love,
- esteem, and
- Self-actualization or self-fulfillment.
He arranged these into a series of different levels or the order of importance of these basic needs.
Man's basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting his desire for protection against danger or deprivation.
These in turn, when satisfied, are replaced by the need for love or belonging to, which are functions of man's feelings and his desire to belong to a group, to give and receive friendship and to associate happily with people.
When these needs have been satisfied, there are the esteem needs, i.e. the desire for self-esteem and self-respect, which a person affect is standing reputation, and his need for recognition and appreciation.
Finally, individuals have a need for self-actualization or a desire for self-fulfillment, which is an urge by individuals for self-development, creativity and job satisfaction.
The human hierarchies of needs proposed by Maslow are shown in table below.
Conclusion
As looking at all these realistic motivation theories by Abraham Maslow, Douglas McGregor, Frederick Herzberg. The theory that seems to be more realistic to relating to the conditions and Desire is the theory written by Abraham Maslow, because in his theory he has suggested that there are five sets of goals, which may be called basic needs.
These are:
- physiological,
- safety,
- love,
- esteem, and
-
Self-actualization or self-fulfillment.
This convinces that if you compare this to Mcgregor’s and Herzberg theory they do not mention about the needs of physiological, safety or love or esteem on human relativity to work.
This is why I choose, Abraham Maslow theory to be the most realistic theory.
Signed ______________ Date: 18/03/01
