A review of McGregors X and Y

opening X histrion expires with a speculation Y builder or a surmisal X influenceer proceeds with a theory Y director (vise versa) give wiz of them draw an feat on the former(a), or testamenting intimacys stay the equal? Introduction God created e verything of course In this world to train. God asked raptus to mend his garden, asked Noah to build the ark he created animals to be hunters and ga at that placers as in that respect trouble to survive in this world. Thousands of years later it is in time a very ingrained thing for race to drop dead. Humans still natur on the solidy drive divulge with the full intent to apply their life to something.It does not ease up to be the average monotonous daily, but call on o gentles Is as natural as flying Is to a bird. However, having the natural ability to run short does not mean that there argon not lazy or hard running(a) mess there are ii typical types of proletarians, an X prole and a worker. An X wo rker is typically a lazy worker, wiz who dislikes work and will do any(prenominal)thing to bend any obligations or duties. X workers excessively must be controlled, and given watchfulness in influence for them to achieve a performance goal for the day.A Y worker is typically self-directed, they submit to elatek and accept responsibility, and have gamy potential for the work force though both are still Intended to work. There are also two different types of productivity is essential and getting the most work or productivity place of the day. Style is the participative vogue. Employees will do the work they have to do with out being told what to do and when to do it. The two theories test the performance capture of employees.If theory X is represented by worker A who is a bad worker, al federal agencys late to work, and does an unaccept satisf make believeory work, virtuoso rump naturally assume that they hate their melodic line situation or are lazy. If possibleness is represented by worker B who is a mitigate worker, never has to be told what to do, institutes up on time ND does an outstanding rail line some the office, then atomic number 53 can assume that they love their work and would be willing to do anything for their place of business, but if a theory Y omnibus (vise versa), will one of them have an effect on the other, or will things stay the same?Not everybody is influenced by someone, although race will do what they need considering, human nature is to delineate by example almost like a tinker see gremlin do. Literature Review In the sasss, Theorist Douglas, McGregor examined theories to study performance of man-to-mans interactions and work bolt between workers at the work place. He designed it with the image that a workers performance technique is based on motivation and brotherly behavior. McGregor opening X and speculation Y were the foundation of the Human posture of Enterprise (Cunningham).Theory X is based on three core assumptions. One, The average human being has an inherent dislike of work and will avoid it if at all possible, Two, Because of this human characteristic of dislike of work, most people must be coerced, controlled, directed, and threatened with punishment to get them to install forth adequate effort toward the achievement of equines objectives versus Just mortalal objectives, and three, the average psyche prefers to directed, wishes to avoid responsibility, has relatively minute ambition and wants security above all else (Cunningham).According to Organization Theory However, in situations where it is possible to obtain commitment to objectives, it is better to explain the matter fully so that employees grasp the purpose of an action. They will then exert self-direction and manage to do better work quite possibly by better than if they had only been carrying out and order, which they did not fully, understand.Once control becomes persuaded that it is underestimating the potential of its human resources, and accepts the knowledge given by loving science lookers and displayed by Theory Y assumptions, then it can give time, money and effort in developing improved applications of the theory. McGregor realizes that some of the theories he has put forward are unrealizable in practice, but wants carriages to put into operations the elemental assumption that staff will contribute much to the organization if they are set as responsible and valued employees (McGregor).McGregor believed Theory X individuals wanted to learn that work was a very natural thing, despite their lazy perspective they wanted to improve possession and self- growth. McGregor believed Theory X employees saw their work as the freedom to analyze and do tough and challenging work by themselves. The managers Job was to try and merge the workers and make them strive for self-development in the business and Theory Y was surd to enforce in a factory setting or in big warehouse a reas. Patricia Travis said, Theory Y according to McGregor was conducive to participative caper solving.He believed it was better to describe in full the task or topic at hand so that employees grasped the purpose(Travis). Theory Y employees would show self-direction and self-control and honestly wanted to do better work and would do better work if they were to do a Job that they understood completely compared to a Job they did not fully understand. Managers found that the participative prelude to problem solving showed much better results everyplace the authoritarian order of controlling their employees and constantly nagging them. According to James Nellie who wrote in the diary of Social Behavior andPersonality Theory X and Theory Y workers did not differ in their perception of the scenarios. However, additional analysis revealed that Theory X and Theory Y workers differed profoundly in their perceptions of the effectiveness of the unethical behaviors visualised in some o f the scenarios (301-311). The workers would understand the idea of the Job that was needed to be done but would not fully follow through one hundred percent on how the Job needed to be done. sometimes it all just depends on how the manger relays the message to the worker and how the worker perceives it.Theory X and Theory Y style management have been a great practice to develop positive management styles and techniques. In the early years especially in the first few decades of the 20th century Theory X was dominating the business world and was the lead style to the mechanistic system of scientific management. Tim Handle wrote in the Guide to attention Ideas and Gurus that, Theory X is an authoritarian style where the emphasis is on productivity, on the concept of a fair days work, on the evils of feather-bedding and restriction of output, on rewards for performance (2003). Several managers are persuaded by the TheoryX style but unremarkably receives negative effects. McGregor q uestioned that management style and decision-making depended on which type of theory worked on their team. McGregor calls the management X theory the stick and carrot method of management. Managers would have to police their staff, and the workers would need to be pressured, scared and disciplined. This created a very frustrative and dark work environment for the managers and the workers. Theory Y assumes that people will exercise self-direction and self-control and will do everything on their hold and will finish a Job with out being bribed or threatened.According to Business Destination Theory Y states employees very become much productive when more(prenominal) trust and responsibility is delegated to them (2012). Y workers want to work, they want to be productive, and the act of accomplishing work and doing it well is a motivator. Y managers go with the flow and Just allow the workers to work. The Y theory stance is in a unique position it has heightened apprisedness of mana gement responsibilities for employer-employee human relationships. McGregor urged many companies to try and use the Theory Y design or adopt it.McGregor believed it could titivated human beings and bring out their highest potential and help them achieve bigger goals. Theory X only satisfied a round number of the freeze off level inevitably and was nowhere near as productive. As express before, Theory X expresses distrust in employees who are only plant life for money, or who try to get a style by doing as light paycheck and you most certainly can not always be looking over the shoulder of the employees to make sure they are doing there Job correctly. Theory Y employees are almost the dream employee for a manager.Theory Y employees want to work towards a common goal, and they are able to organize themselves. As a manager those are the workers that you want, the ones that you do not have to baby sit. These studies have shown that there is not one holy approach to managing a X or Y worker. simply from the research one can decide the best method all depends on the nature of the work to be done (Harvard Business Review). After significant research and collected data research has revealed that companies with highly expected tasks will perform better with dignified procedures.With uncertain tasks that require much card use and problem solving, businesses that are not as organized and do to put a great deal of emphasize on self-discipline and self worth struggle to get the job done. entirely over all, it all depends on the development of the company and the business that fits the nature of the Job that needs to be done. A workers performance can be aquiline on a workers environment or surroundings. A Theory X worker will apply themselves a fraction more and work a miniscule harder if they are in the right conditions of hard working individuals. (Vise Versa) for the Y worker.If a Y worker is in an atmosphere of sluggish, not really wanting to work people t hey can potentially follow in those footprints. It is human nature to follow by example. This is why leaders is necessary. Leadership needs to take a stand to help devise and figure out problems a team may have. If a manager has three X workers and eight Y workers then the manager acute that there is an impact on one worker from another should engender a way to intermingle the works to keep them on and racecourse hard working. If the X worker, works with the Y worker long exuberant eventually there should be some improvements.And of course this goes the other way as well, but a company wants the best results not the lather. So a company should not have their best errors, working with the worst workers. Methodology Twenty Graduate Level students enrolled in a organizational Behavior class at a Liberal Arts University dynamic in two fifteen question sketchs. Most of the students are from a varied educational background but all had at least(prenominal) a Bachelors degree, and all understood the theory being tested. The first of the two surveys was to omen weather the situation and management style is the X or style and to find out how they would handle the situation.The second survey was to indicate whether the person prefers being managed by the X or style. Once pass judgment out who is an X and who is a the data will be canvass and then each candidate will be divide into there respected category they belong to. Once the survey takers are separated into there respected category I will use these two surveys to try and prove if a Theory X worker works with a Theory Y worker or a Theory X worker works with a theory Y manager (or vise versa) will one of them have an effect on the other, or will things stay the same?I will look at all of the results and see if their answers lead towards them being affected by the other work or not. The info will be seed to see if they need a little extra push from the people around them or if they can handle most tasks with out having to be nagged and rode the whole time by a boss or someone one on the management team. In analyzing all of the surveys and calculating all of the results some(prenominal) re-occurring themes surfaced and proved many things to be true.In the event of trying to prove if a person was an X or Y worker seventy five dollar bill percent of the survey takers said that they were Y workers. This is something that was assumed from a receive level class at a prestigious university one can figure that most, if not all, would be self-disciplined, ND hard working individuals. Of the 20 survey takers only 20 five percent were considered X workers. Of the twenty people surveyed on whether or not they favored the X or Y management style not a single individual preferred the X management style, including the X style workers.The results showed a large number of different results as expected, but the results were about what one would expect. But with these results my hypothesis was u nanswered. Of the twenty people that were surveyed five of them were X style workers and 1 5 of them were Y style workers. Of the twenty people that were surveyed, all of them preferred the Y style management. After reviewing the surveys and the most prominent themes were established the tasks of agreement the monkey see monkey do attitude between X and Y workers and X and Y managers was unclear.The surveys, although showing who were X and Y worker showed that the X workers preferred the Y style management. This shows that a person who needs a little push or a little more observation on the work floor can potentially learn or adapt better with a Y style manager. But at the same time the survey showed that even a Y style worker if paired with a X style manager or a X style worker can block up their Y style ways. It all Just depends on the individual person and there work style.With a better population of people winning the survey more facts and findings can be found, but with my t est subjects and the surveys that they took these are the results found and help support my theory. Discussion McGregor believed that, workers wanted to work and that they would act like mature adults, and actually wanted to do what was best for the company. McGregor also believed that if management with a intended instructions explained things intended, the worker would do what was necessary, and likely, employees would work without being intimidated.McGregor knew that many of his suggestions would be really hard to adapt to, perhaps even near impossible to apply to the work place, but McGregor believed that when people, or staff, or any type of worker is treated with respect and treated like a worker rather than a trained monkey that the workers would give more and work harder and give as close to one hundred percent as they could.Limitations One limitation to this study could be that only small portions of people surveyed and, with the majority of these people being in their ea rly twenties could these individuals have enough life experience and work experience to know exactly how to answer the questions. If the survey had encompassed a broader clutch of the American population, the results may have been different. Since Management Theory X is an of age(p) style maybe the older generation or the baby baby boomer generation may prefer that form of management a little more.Also with the older generation most where Generation Y is considered a little more lazy and not as self motivated. Generation Y may prefer the Y style management but is actually an X style worker. Another limitation to this study is the selection of survey participants. The survey participants were not selected randomly but used because they could immediately o the survey. The survey takers may have had previous knowledge of the theory, which could have effect the outcome. If the survey population had been selected randomly, there would have been a number of people surveyed who were not educated on the theory or not aware of the concepts.Knowledge of the concepts may have survey the takers to answer a certain way therefore creating different results. Despite these possible limitations, the results still stand and have many applications to practice and research and were still used to find answers final stage Though Theory X and Theory Y are basic and easy to understand, they provide a path or the future theoretician and other people that want to study the nature of how people work and understand the changing world of human behavior with large amounts of information and research.The Theory was easy to study and understand, and it also allowed data collection to be Just as simple. From the above data, and of the students surveyed they preferred the Y work style but all had a preference towards Theory Y than Theory X management style. Even though the data shows one thing it may not technically have a significant, positive relationship between the overall outcomes or h at there is even a monkey see monkey do attitude. Therefore, the hypothesis of this research report card is not confirmed.