Classical Theories of Motivation
February 12, 2025
Values and ethics in simple words mean principle or code of conduct that govern transactions; in this case business transaction. These ethics are meant to analyse problems that come up in day to day course of business operations. Apart from this it also applies to individuals who work in organisations, their conduct and to the […]
Let us go through few strategies for organizational diversity: Treat all individuals equally irrespective of their designation, back ground, community and religion. It hardly matters to the organization whether the individual concerned is a Christian, Muslim, Hindu or a Sikh. What matters is his willingness to learn and passion to perform. Rules and regulations ought […]
What does risk management mean? Is it just identification, assessment and planning and controlling social, economic or physical threat to the organization? Is the concept only about transferring the risk or reduce its negative effects? Well, the answers for the above questions is “no”. The process of risk management is not only restricted to controlling […]
A thought kept in the brain is of no use unless and until it is shared with other individuals and rest of the world. The idea, no matter however brilliant it is, must come out for its successful implementation for it to benefit one and all. It is the prime responsibility of the individual to […]
The Evolution of the Global Political Economy The global political and economic system has undergone many changes over the last few decades. If the aftermath of World War 2 was to bring about the existence of two opposing camps consisting of the United States and the Soviet Union leading to the cold war, the post […]
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):
According to McGregor, the perception of managers on the nature of individuals is based on various assumptions.
In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.
Thus, we can say that Theory X presents a pessimistic view of employees’ nature and behaviour at work, while Theory Y presents an optimistic view of the employees’ nature and behaviour at work.
If we correlate it with Maslow’s theory, we can say that Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs; while Theory X is based on the assumption that the social needs, esteem needs and the self-actualization needs dominate the employees.
McGregor views Theory Y to be more valid and reasonable than Theory X. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-making process.
Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization.
Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization. It harmonizes and matches employees’ needs and aspirations with organizational needs and aspirations.
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