Classical Theories of Motivation
February 12, 2025
MBA Aspirant needs to master his communication skills to perform exceptionally well in MBA from a reputed Business school and prove his mettle while studying as well as in the corporate world. He should definitely have an edge over the other candidates, if he has excellent and impressive communication skills. Let us go through some […]
Organizational vision & mission, provide a sense of purpose or establish the the reason of existence of an organization. According to Sullivan & Harper 1996, a well-defined organizational vision establishes both long term and short term goals, empower and motivate leaders as well as followers in implementing change and strengthening their adaptive mechanisms for staying […]
Managerial communication refers to interaction among managers and their subordinates within an organization. It is essential for managers to communicate with their team members and vice a versa to ensure maximum productivity and peace at workplace. Communication generally takes place as: Downward communication – Flow of information from managers to employees Upward Communication – Flow […]
Negotiations are Part and Parcel of our Daily Lives Negotiations are part and parcel of our lives. Whether it is bargaining with the vegetable vendor or haggling with the butcher, we are all exposed to negotiations as part of our existence. Thus, one cannot but master negotiating skills if one to has to navigate the […]
We have heard the story several times. A large conglomerate wants to implement a change management program, which it then announces amidst much fanfare and hype. The top leadership waxes eloquent on the need to change and why the organization must actualize change. However, a few years down the line, things are still bad for […]
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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