Theory x and theory y - douglas mcgregor's theories of motivation the hard approach relies on coercion, implicit threats, close supervision, and tight controls, essentially an environment of command and control the soft appoach is to be permissive and seek harmony with the hope that in return employees will. Discuss the limitations of behavioral approaches to leadership his two contrasting categories, outlined in his 1960 book, the human side of enterprise, are known as theory x and theory y according to under theory y, employees are not lazy, can enjoy work, and will put effort into furthering organizational goals. Correct let me briefly conclude this section by simply asserting some strengths and weaknesses of ape a weaknesses 1 a tendency to address technical the theory x theory y distinction elaborated fully with extensive discussion of applications leadership and motivation: essays of douglas mcgregor edited. The concept describes two theories of human motivation - theory x and theory y , their shortcomings and the main business applications the knowledge gained will help managers to better understand the different ways in which individuals relate to, and carry out, work. From this he formulated two models of management, theory x and theory y theory x assumes that people are lazy and don't like work and are motivated by money therefore people have to be forced to work managers need to be controlling and motivate by threats and fear the leadership style used by managers will. Mcgregor theory x and y looks at how a leader percept about motivating his/her team members and how leader approach will affects the way in which employee will behaves if a leader will better understand that how his/her assumptions about employees motivation can influence management style, then.
In his 1960 book, the human side of enterprise, mcgregor proposed two theories by which managers perceive and address employee motivation he referred to these opposing motivational methods as theory x and theory y management each assumes that the manager's role is to organize resources, including people,. 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 which provides many ways to appreciate the unhelpful nature of x-theory leadership, and the useful constructive beneficial nature of y-theory leadership. Answer (1 of 4): douglas mcgregor's theory x and theory y have both their advantages and disadvantages, though many would prefer to call them their strengths and weaknesses the biggest advantage of using theory x and theory y is that they are easy to understand in addition to this, they can help a manager to.
Policies and administrative practices salary and benefits supervision status job security fellow workers personal life motivators or many organisations are now taking the enlightened view of theory y a boss can be viewed as taking the theory x approach, while a leader takes the theory y approach. Definition: theory x and theory y are part of motivational theories both the theories, which are very different from each other, are used by managers to motivate their employees theory x gives importance to supervision, while theory y stresses on rewards and recognition description: theory x and theory y follow different. The two theories proposed by mcgregor describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development theory x explains the importance of heightened supervision, external rewards, and. The clearest delineation between major categories of management styles are described by theory x and theory y, first coined by the management theorist with consultative ones, and to discuss how each management style has particular merits or disadvantages with respect to specific job requirements.
Purpose – this study aims to explore whether mcgregor's theory x/y assumptions are determinants of managers' propensity for participative decision making (pdm) research limitations/implications – although respondents represented diverse industries and organizations, the use of convenience sampling may temper. Douglas macgregor defined theory x and theory y, which are differing assumptions about human behavior in the workplace theory x asserts that people dislike work and require discipline and control to be coerced into working managers who follow this theory are autocratic in style and enforce rigid working procedures.
The theory x and theory y management styles were introduced by douglas mcgregor in his 1960 book, the human side of enterprise he identified two distinct approaches to management and labeled them as a way to note the pros and cons of each method theory x is a more traditional, autocratic style while, theory. Theory x and y were created and developed by douglas mcgregor at the mit sloan school of management in the 1960s  theory x says that the i planning : (1) either individually or jointly head of the organization reflects on the institutional strength and weaknesses this is a periodic function to.
One would expect, then, that managers holding assumptions about human nature that are consistent with theory x might exhibit a managerial style that is quite different than managers who hold discussed third is a criticism of theory y followed by the concluding section, theory x and theory y in the twenty-first century. Theory x and theory y was an idea devised by douglas mcgregor (see article) in his 1960 book “the human side of enterprise” it always has a ready-made excuse for failure—the innate limitations of all human resources mcgregor, d, “leadership and motivation: essays”, mit press, 1966 1969. Mcgregor, with his theory x and theory y, and ouchi, with the notion of a theory z, both look at the attitudes of managers and workers with very similar, as well as contrasting views these people require a rigidly managed environment , usually requiring threats of disciplinary action as a primary source of motivation.
People theory x management style generally get poor results compare with managers use theory y, which produces better performance and results, and allows people to grow and develop this paper argues that theory y managers are the effective leaders who could fulfill the psychological contract of employees. Considered include managing school culture, organisational leadership, motivating and rewarding believe in theory y the application of either theory x or y by management will have an impact on how workers organisation's strengths and weaknesses including knowledge of its human resources and their ability to. Mcgregor's position causes confusion for the managers who try to choose between these two conflicting approaches the classical organizational approach that mcgregor associated with theory x does work well in some situations, although, as mcgregor himself pointed out, there are also some situations where it does not.
And achievements five important limitations about theory x & theory y: 1 theory x style of management fosters a very hostile and distrustful atmosphere- an authoritarian organization requires many managers just because they need to constantly control every single employee, and the method of control usually involves. Managers who accept theory-x assumptions have a tendency to structure, control and closely supervise their employees these managers think that external control is needs are becoming predominant in view of the drawbacks of theory -x, mcgregor developed an alternative theory of human behavior called theory- y. Ouchi's theory z should also be understood in the context of mcgregor's theory y and theory x as we will discuss below, paternalistic leadership has certain characteristics of theory x the theory, which is generally linked with autocratic leadership, assumes employees don't like to work and tend to.