NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote
... rewards are those of self-respect and personal improvement. It assumes that under certain conditions, the average human being not only accepts responsibility, but seeks it as well. Workers are imaginative, creative, intellectual, and clever. "Rather than emphasize authority, direction, and close supervision, Theory Y emphasizes a relatively free managerial atmosphere in which workers are free to set objectives, be creative, be flexible, and go beyond the goals set by management.
A key technique in meeting these objectives is empowerment. Empowerment gives employees both the right to make decisions and the tools to implement those decisions. " (Nickels, 315). Theory Y (also sometimes referred to as "participative") is certainly the more popular view of the relationship in the workplace between managers and workers. The trend in the United States business world is more toward this theory than to X. It works because it allows for a more comfortable work environment where people are not afraid to express themselves and their ideas to authority figures. Theory Y is so applicable today because it secures genuine commitment & efficiency.
Theory Y is far more in tune with today's workers and today's work environment than Theory X. "In Mcgregor's mind, the ability to help employees to discover goals consistent with those of the organization is the essence of leadership. When a genuine commitment to these objectives is secured, said McGregor, "supervision consists of helping employees achieve these objectives: to act as teacher, consultant, colleague, and only rarely as authoritative boss. " (Newstrom, 227). Theory Y called for "job enrichment" (a term used by Herzberg in 1964), and "empowerment" as discussed briefly earlier. A way to contribute to improved performance would be to re-design jobs and expand opportunities for self-control and self-direction.
Even though a controlling role would remain in the workplace, that leader was often encouraged to remove most job restrictions and create more room for job development. This enabled employees to grow and give more of themselves and their potential to the business. A Theory Y manager tends to believe that there are alternatives to relying on pushing threats. They believe that if people feel committed they will show self-control and self-direction in achieving the organizations objectives. He / she believes that the intellectual capability of a worker should be fully utilized, and that workers are capable of handling more complex problems. Good managers, supervisors, and bosses are willing to step back periodically and examine their own assumptions about the nature and motivations of the people they oversee and work with.
A Theory Y manager is more sensitive. He/She will take the time out to explain things. He/She will try to comprehend the needs of the individuals they work with. He/She will engage in joint-problem solving and interpersonal exchange with each person they work with. A Theory Y manager will take suggestions from workers, but will usually keep the power to implement it themselves. The manager's ability to exercise power and authority comes from the workers trusting management to take care of them, and still allow them to do their jobs.
Workers also have a great deal of weight and input in the decision making process. Theory Y principles have influenced the design and implementation of work policies and practices (including total quality management and staff appraisals) all over the world. Theory X and Theory Y - Traditional management styles were based on one of two major assumptions: 1. Workers are basically lazy and must be directed, threatened and negatively motivated (Theory X) or 2. Workers are basically goal oriented and self-motivated.
It is right to offer them incentives and freedom (Theory Y). Both state that managers are responsible for organizing the elements of the production process, getting workers to cooperate with eachother and stay focused on that organizations particular goals. The trouble is that no organization that we know of is really strictly one or the other. It's mostly the individual leaders who work on behalf of the organization that will practice either X or Y management. And even still to break it down further, we need to look at the individuals that the managers are managing. What works best for one worker in a group may not work at all for another.
And, what motivates one of your employees may be totally different than what motivates the others. There are even managers out there who do not want the responsibility of making crucial decisions and would prefer to be told what to do. All of these assorted types of people can be working under the same roof. Having a clear understanding of human nature is an extremely important aspect of management in the workplace. In order for employees and employers to have a productive working environment, the workers need to know how they fit into the overall scheme of things. Persons of authority must have a clear understanding of how they can maximize production, and support their employees through appropriate leadership.
It is also important for persons of authority to realistically evaluate the work environment in order to decide how he or she deals with and directs individual employees. Aside from knowing how human nature dictates an individual workers actions, the manager must also be aware of the specific working environment, specific personalities, and specific motivational forces which drive each individual employee. This can be used to decide which actions are necessary (which theories should be applied) to motivate the workforce. If I were in charge of an organization, I would want it to be run in the most efficient manor for production.
I feel that means allowing my workers to choose by their actions the way that their leadership would be handled. I would also be sure that all of the managers that I hired were well skilled in Mcgregor's Theory X & Theory Y. It is so important to fully understand these two theories in order to better relate to the human beings (as an understanding of human nature) that work for you and that help you each day to produce and be successful. I would choose Theory Y as an employee, to be given the opportunity to put forth my fullest potential into my work.
My motivation & reward would be the pride & success I could feel in a job performance well done. Bibliography:
Free research essays on topics related to: working environment, clear understanding, theory x, theory y, understanding of human nature
Research essay sample on Understanding Of Human Nature Theory Y
