Many of those reading this post are working or having some
experience of working in an organization.Some who are bosses and some working under bosses and some who are both.So this might be relevant to you!
The XY Theory
This theory was given by Douglas McGregor in 1970.His theory
is based on human nature and perception of humans by humans. Theory X assumes
that employees are inherently lazy,must be pushed to achieve objectives and are
incapable of self regulation. Theory Y assumes that the employees are highly
motivated,capable of self direction and want to accept responsibility. Most
people would describe themselves as being Theory Y. But they feel that their
bosses think them to be from Theory X.
X Y
|
1
|
2
|
|
3
|
4
|
Good worker
Bad
worker
Type 1 – This situation can
act as a slow poison to the organization.This type of work culture leads to
degradation of the workers will to work hard.This might affect his performance
and make him to develop an indifferent attitude towards the organizations
interest and goals.
Type 2 – This situation is
the best one.Its wokers are not lazy and are also rewarded by their managers
for their hard work.The manager here is hopeful and always motivates his or her
wokers.These type of organizations have a veryhealthy work culture leading to
on time target achivement by the workers.
Type 3 – This case can be a
major cause of concern to the organzations growth .Organizations having such
scenarios are not long race players and might fail completely.
Type 4 – In this case the
managers might be able to motivate the workers to better performance by giving them various incentives .This may
lead to the smooth working and good performance delivery by the organization.
After carefully analysing ,I feel
mine was a boundary line case(Type 1 and Type 3) .While reading about this theory, I also came across a Theory Z.
“Theory Z is not a Mcgregor idea and as such is not
Mcgregor's extension of his XY theory.Theory Z was developed by
not by Mcgregor, but by William Ouchi, in his book 1981 'Theory Z: How American
management can Meet the Japanese Challenge'. William Ouchi is professor of
management at UCLA, Los Angeles, and a board member of several large US
organisations.Theory Z is often referred
to as the 'Japanese' management style, which is essentially what it is. It's
interesting that Ouchi chose to name his model 'Theory Z', which apart from
anything else tends to give the impression that it's a Mcgregor idea. One
wonders if the idea was not considered strong enough to stand alone with a
completely new name... Nevertheless, Theory Z essentially advocates a
combination of all that's best about theory Y and modern Japanese management,
which places a large amount of freedom and trust with workers, and assumes that
workers have a strong loyalty and interest in team-working and the
organisation.Theory Z also places more
reliance on the attitude and responsibilities of the workers, whereas
Mcgregor's XY theory is mainly focused on management and motivation from the
manager's and organisation's perspective. There is no doubt that Ouchi's Theory
Z model offers excellent ideas, albeit it lacking the simple elegance of
Mcgregor's model, which let's face it, thousands of organisations and managers
around the world have still yet to embrace. For this reason, Theory Z may for
some be like trying to manage the kitchen at the Ritz before mastering the
ability to cook a decent fried breakfast."
Refer this for details :
http://en.wikipedia.org/wiki/Theory_Z_of_Ouchi
No comments:
Post a Comment