Theory y put forward the idea that management by objectives and involving workers in the decisionmaking process would lead to the creation of a satisfied and more productive workforce. Theory x and theory y management oxford bibliographies. Fortythree years ago, douglas mcgregors the human side of enterprise offered managers a new assumption of management theory y, which would be. The purpose of this paper is to trace douglas mcgregors theory y thinking back from pre. Theory x percieves employees to be lazy, irresponsible and untrustworthy, while according to theory y employees are approached as one of the most valuable assets of the company.
It was a period characterized by the work of maslow, likert, argyris. Theory x and theory y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, mcgregors x y theory remains a valid basic principle from which to develop positive management style and techniques. Xy theory questionnaire score the statements 5 always, 4 mostly, 3 often, 2 occasionally, 1 rarely, 0 never to indicate whether the situation and management style is x or y. Motivating people using theory x and theory y youtube. Abstract what motivates you to do a great job when you go to work. Prove that there is one participant who knows all other participants.
Theory y holds that employees should be trusted and empowered. A historical view of douglas mcgregors theory y emerald. Answer the questions on this quiz to see how well you understand theory x and theory y and their related assumptions. Theory z suggests that large complex organisations are human systems and their effectiveness depends on the quality of humanism used. The simultaneous use of both theories is more likely to be the source of sustainable competitive advantage. Many years ago a professor named mcgregor dubbed these perspectives theory x and theory y. In his 1960 book, the human side of enterprise, mcgregor proposed two theories by which managers perceive and address employee.
Douglas mcgregor an american social psychologist proposed his famous x and y theories in his book 1960. My boss asks me politely to do things, gives me reasons why, and invites my suggestions. Mcgregor states in his theories two beliefs about mankind and the extent to which managers view these beliefs. Pdf application of mcgregors theory x and theory y. Mcgregors work made a significant impact on managerial thought. Theory x and theory y framework proposed by mcgregor in his classic book the human side of enterprise 1960 consists of two alternative set of assumptions. Pdf the impact of theory x, theory y and theory z on. Douglas mcgregors theory x and theory y have both their advantages and disadvantages, though many would prefer to call them their strengths and weaknesses. He first presented his theory in a classic article titled the human side of enterprise. Mcgregor promoted theory y as the basis of good management practice, pioneering the argument that workers are not merely cogs in the company machinery, as theory x type organizations seemed to believe. The company should explicitly confront the tension between e and o goals and embrace the paradox between the two theories. Developed in the 1960s by douglas mcgregor in his book, the human side of enterprise, theory x and theory y allocate the job of management into two styles.
Theory x and theory y team management training from. He was a social psychologist who became the president of antioch college. Dogan unlucan mcgregor theories x and theory y student. The remedies are either to introduce the concept of di. Two distinct sets of assumptions that managers, in general, have about their employees and which often turn out to be selffulfilling prophesies. In this article, we are going to talk about the major differences between theory x and theory y. In the 1960s, social psychologist douglas mcgregor developed two contrasting theories that explained how managers beliefs about what motivates their people. Though recent studies have questioned the rigidity of the model yet mcgregors x and y. Douglas mcgregor, through his wellknown theory x and theory y, drew a distinction between the assumptions about human motivation which underlie these. Mcgregors theory x and theory y are theories about human behavior and motivation in the organization that was published in 1960 by douglas mcgregor. Instead of using only one theory or sequencing both theories, a company should implement both theory e and theory o at the same time.
Theory x and theory y of motivation explain with examples. Difference between theory x and theory y with comparison. Douglas mcgregor 1906 1964 is one of the forefathers of management theory and one of the top business thinkers. Theory x assumes that most people prefer to be directed, are not interested in assuming responsibility and want safety above all. Both of these theories begin with the premise that managements role is to assemble the factors of production, including people. Theory x holds that employees are inherently disinclined to work and needed to be strictly controlled. In addition to this, they can help a manager to focus on his thoughts on the different ways in which individuals relate to and. Theory x, theory y, and theory z introduction to business. Theory x and theory y were first introduced in the early work of douglas mcgregor. The relationship between mcgregors xy theory management. According to mcgregor, theory x seeks to promote engagement by directing, monitoring. Victor vrooms expectancy theory of motivation an evaluation. This theory divides workers and managers in the organization in two typical groups according to how managers lead their subordinates and respectively how subordinates behave.
In his 1960 management book, the human side of enterprise, douglas mcgregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. Theory x and theory y are still referred to regularly in the fields of. Mcgregor showedat a time when labormanagement relations were becoming more. Douglas mcgregor 1906 1964 is one of the forefathers of management theory and one of the top business thinkers of all time. He later became a professor of management at massachusetts institute of technology he was succeeded by warren bennis. The average human being has an inherent dislike of work and will avoid it if possible. It appeared at a time when the behavioral sciences were playing an increasing role in how managers thought about their work.
The eminent psychologist douglas mcgregor has given his theory of motivation called theory x and theory y. Older, strictly hierarchical conceptions of c2, with narrow centralization of decision rights, highly constrained patterns of interaction, and limited information distribution tend to arise from cultural and organizational assumptions compatible with theory x. The xy theory diagram and measurement tool below pdf and doc versions are. Managers generally have one of two perspectives regarding their employees. Shareholder value is the only legitimate measure of corporate success. Get an answer for compare the theory x, theory y, and theory z assumptions of human relations. Theory x or theory y,douglas mcgregor proposed two models of trust that formed the basis of two different managerial approaches, one based on a positive. The idea that a managers attitude has an impact on employee motivation was originally proposed by douglas mcgregor. Theory x and theory y of management represent two fundamental approaches to employee engagement carson, 2005. Nature and characteristics of the expectancy theory the expectancy theory of motivation as developed by victor vroom is a process theory of motivation and it finds an important place in the literature of motivational theories. Theory x and theory y also have implications in military command and control c2. Theory y is mcgregors other modem view of the nature of man.
Theory x and theory y in his 1960 book, the human side of enterprise, douglas mcgregor proposed two theories by which to view employee motivation. Theory x and y created by mcgregor has been a valid basic principle from which to develop positive management style and techniques. A theorist who argued two set of assumption theory x and. You could not without help going taking into consideration book buildup or library or borrowing from your connections to approach them. A theorist who argued two set of assumption theory x and theory y. Theory x and theory y describe two views of people at work and may be used to describe two opposing management styles. The expectancy theory looks at motivation in a more comprehensive and realisticthan some of the other theories. In actual practice, most managers today practice a combination of theory x and theory y.
Mcgregor sees theory y as the preferable model and management method, however he felt it was difficult to use in largescale operations in 1981, william ouchi came up with a variant that combined american and japanese management practices together to form theory z, having the following characteristics. William ouchi developed theory z after making a comparative study of japanese and american management practices. 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. Douglas mcgregor is the one who constructed theory x and y in the 1960s. Douglas mcgregor 1906 1964 was a famous management professor in the field of personal development and motivational theory. He avoided descriptive labels and simply called the theories theory x and theory y. The biggest advantage of using theory x and theory y is that they are easy to understand. The present study explored the possibility that mcgregors 1960 theory x y assumptions serve as cognitive determinants of superior communicator style, a multidimensional set of style variables. It encapsulated a fundamental distinction between management styles. The idea that a managers attitude has an impact on employee motivation was originally proposed by douglas mcgregor, a management professor at the massachusetts institute of technology during the 1950s and 1960s.
The human side of enterprise, theory x and theory y is still referred to commonly in the field of management and motivation. The x theory is also referred to as hard management style and the y theory as soft or enlightened management style. He treated traditional approach to management as theory x and the professional approach to management as theory y. File type pdf theory x theory y businessballs theory x theory y businessballs getting the books theory x theory y businessballs now is not type of challenging means. He referred to these opposing motivational methods as theory x and theory y management. Theory x and theory y was an idea devised by douglas mcgregor see article in his 1960 book the human side of enterprise. Theory x and theory y are theories of human work motivation and management. The purpose of this study is to find the impact of theory x, theory y and theory z on research performance of foundation university members in turkey on the number of articles published in science citation index and social science citation index. To learn more about theory x and theory y, see the article at. They were created by douglas mcgregor while he was working at the mit. It contains assumptions which he believed could lead to greater motivation and better fulfillment of both individual needs and organizational goals. In his 1960 book, the human side of enterprise, douglas mcgregor proposed two theories by which to view employee motivation. Among any group of 4 participants, there is one who knows the other three members of the group.
Theory e change strategies usually involve heavy use of economic incentives, drastic layoffs, downsizing, and restructuring. And, just like your algebra class, x and y dont work totally independently, although you can manage in a style that is mostly a theory x or theory y management style. Theory x and theory y to pick the best management style. These labels describe contrasting set of assumptions about human nature. Do you care about the goals of the organization that you work for, or do you focus more on getting a regular paycheck to bring home.