Theory X And Y

Theory X and Y
You have just been promoted to supervisor of a large department in your company. The previous supervisor was terminated because of low morale
and performance of his department. You had been attending night school to earn your bachelor's degree in management and remember, from one of
your courses, how important it is to listen to your employees. Before coming in and making wholesale changes, you have spent the first several weeks
on the job meeting casually with each employee about his or her views on the company, the department, and his or her own work efforts. Although you
receive a lot of varying feedback, one common thread of employee concern is the very autocratic approach that the former supervisor used when
dealing with his... Show more content on Helpwriting.net ...
The rewards encourage employees to work harder and smart which helps the bottom line for employers. Theory Y management is a good choice under
the conditions that rewards are not given for every little achievement. That means no giving rewards for a job that is supposed to be done, but rewards
for put in the extra work it good. A democratic decision to be made would be what action to take in a failing project. By allowing each team member to
help with the decision making process, there may come a better idea for how to deal with a problem. Rewards can include early release of Friday's and
a casual Monday for group efforts. Rewards for individual personnel can be a pay raise or a paid vacation.
If a manager understands these two theories, they can use the positive attributes of each theory under certain circumstances. Every decision made
does not need to be a group decision and making a sole decision when its needed is the right way to go. Under high stress situations, making a
decision can bring the team members out of the stress and happier on the other side that the manager was there to make the decision. Also, a manager
who helps employees in their career is the ones who bring up the morale of their employees. The manager should also understand these two theories to
avoid the negative attributes, such as never assuming an employee
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Historical Management Theories Of The's X & Y Theory And...
Historical management theories
There are several management theories that have been developed over the years. From Taylors Scientific Theory to McGregor's X&Y theory and
Fayol's Administrative theory, the evolution of these theories has brought change and increased quality to management. New theories, trial and error
and interaction have assisted managers with applying the correct theories to shape their organizational performance improving efficiencies and in many
cases, the workplace environment as a whole.
Organization Summary
The organization I work for, Acme Services, Inc. is a data company that acts on as a vendor for financial institutions. The company provides a variety
of options to assist these institutions with lowering their information delivery costs and provides their customer's faster delivery, lower costs and easier
accessibility.
Current Organizations Approach to Management
While the organization has evolved in size over the years including the layers of management, the management approach remains similar. The
President and CEO leads the company. There are four departments that each have a Vice President assigned to it. Each Vice President oversees the
department and has a Director to develop it. Each Director has a Manager for administration of daily activities and tasks. The reporting process is
essentially a ladder from the bottom to the top and top to bottom.
Employee interaction is regulated to the department in which an employee works in.

Evolution Of Management : Theory X And Y, And Theory Z
Evolution of Management
Blake Schwengler
Tarleton State University Abstract
We will examine the evolution of management beginning with the timeframe of the industrial revolution thru today's management. Management
theories included in this time contains the Human Relations/ Behavioral School of Management, Classical School of Management, Contingency
Approach, the Scientific Approach, Theory X and Y, and Theory Z. The present style and classical style of management will be compared and
contrasted to each other and how they apply to my job. Evolution of Management
During the 1900 and into the later 1920's, the Industrial Revolution sparked one of the first managerial theories introduced to the United States; the
Classical school of thought. This theory arose when issues began with factory systems. At the time of the Industrial Revolution, the United States had
taken on many non–English speaking immigrants who felt their working conditions were not satisfactory and who also felt they were inadequately and
improperly trained for the positions they held. Upper management noticed these issues with their employees and soon took actions to find a solution.
Efficiency was the main focus for traditional or classical management which included bureaucratic, scientific and administrative management.
Bureaucratic management has a much more structured approach to things; division of labor, set rules and guidelines and hierarchy are a few
characteristics of bureaucratic

Motivation Theory, And Theory Y
Shilan Shah
Professor Khoury
MGT 201–04: Management Principles
5 December 2014
Motivation Paper
Motivation acts a force to energize and direct behavior in the workplace (Myers 329) so that employees perform tasks to a high degree. It is
motivation that retains employees in a company because improper motivation acts as a deterrent to productivity and joy. Whether physiological,
emotional, or incentive based, motivation affects our lives everyday and induces our natural drive to thrive and succeed. Many psychological theories
explain the different ways employees may become motivated, such as Maslow's hierarchy of needs, Herzberg's two factor theory, and theory Y, based
on how appealing a stimuli may be to an employee's needs.
A successful company only exists if its employees are properly motivated. However, finding the right types of motivation proves to be difficult
considering the variety of employees within the company. While one employee may appreciate vacation time, another may feel he is not properly
motivated to do more for the company. One employee may crave recognition, while another finds solace in completing their work without any applause.
Also, in terms of incentives, it would be hard to distinguish employees who work intrinsically to perform quality work from those who work
extrinsically for the reward. Too much of a stimuli leads to habituation and employees may ultimately become demotivated (Myers 340). Without
motivation, however, employees

Theory X And Theory Y Summary
Douglas McGregor's Theory X and Theory Y
Douglas McGregor in his 1960 management book he proposed the two motivational theories which is the theory x and theory y and that made his mark
on history. This motivational theories help managers perceive employee motivation.
Motivational Theory X
A Theory X manager assumes the following:
Most do not to work and come up excuses
Most don't have high aims with lots of responsibilities and needs someone to spoon fed them
Not all think out of the box to solve problems in the organizations.
Not everyone like changes as they are not technologically updated
The Hard Approach and Soft Approach
Under Theory X, management approaches to motivation range from a hard approach to a soft approach.
Theory ... Show more content on Helpwriting.net ...
McGregor stressed that Theory Y management does not imply a soft approach.
Applying Theory Y Management– Business Implications
In the event Theory Y holds true, an organization can use these principles of scientific management to enhance employee motivation:
Decentralization and Delegation – If firms decentralize control and reduce the number of levels of management, managers will have more subordinates
and consequently will be forced to delegate some responsibility and decision making to them.
Job Enlargement – Broadening the scope of an employee's job adds variety and choices to satisfy ego needs.
Participative Management – Consulting employees in the decision making process pushes their creative capacity and provides them with some control
over their work environment. Ms Hogan adopted this but she was not aware of some of the employees' needs to retire in the near future.
Performance Appraisals – Having the employee set objectives and participate in the process of evaluating how well they were met.
If properly implemented, such an environment would result in a high level of motivation as employees work to satisfy their higher level personal needs
through their

Theory X and Y: Style Management
Theory X describes a results–driven manager who issues deadlines and ultimatums, is elitist, does not build teams, is a one–way communicator and a
poor listener, and a whole host of other negative traits. This is the "authoritarian" style, and while MacGregor's (Chapman, n.d.) treatment of this
manager is overwhelmingly negative, these types of people often become managers because they deliver results. Theory Y managers, by contrast, as
known as "participative" and are characterized by a host of positive adjectives.
According to the survey (Chapman, 2002), my situation falls into a score of 45, which means that I am subject to generally Theory Y management.
According to the second part of the same survey, I scored a 69, meaning that I strongly prefer Theory Y style management.
I think that these two scores largely relate to my experience at work. My own score is not at all surprising. I am an intelligent, independent person
and I am accustomed to charting my own course in life. For me, it is very important that I am in a work environment that values me as a person with
unique contributions to make. I do not fit in well with most corporate cultures because of that, and I never have. I have had some difficulty, therefore,
finding a good company to work for. It seems to me that there are not really a lot of companies that lean so heavily towards the Y scale. Those that do
exist can be very difficult to get into, which tells me something else about human nature.
I

Philosophy Of Leadership
Argue which leadership philosophy is most common from your perspective, McGregor's Theory X or McGregor's Theory Y?
Theory X is more dominant. Leaders have to work hard at motivating employees because they believe people don't like work. Leaders have to direct
and control people because they believe employees lack self–motivation. Leaders need to tell employees what to do how to do it and when to do it.
Introduction to Leadership, (p. 84–86)
2. Argue which style of leadership is most effective, Task Style or Relationship Style?
The Task–oriented leadership is the most effective leadership style. An organization needs focus on the goals to accomplish the mission. Most
organizations may use midrange style between Task–oriented and Relationship–oriented

Compare And Contrast Gregregor's Theory X And Theory Y
2.2.2.2 Dougles Mc. Gregor's Theory X and Theory Y:
Dougles Mc. Gregor an American social psychologist, came up with the theory of theory X and theory Y. In the year 1960, he published his book
"The Human side of Enterprise", which talks about behaviour of individuals at work. McGregor's Theory X and Theory Y has become a basic
principle for the development of the positive management styles and techniques. This theory has become the basics for the study of organisational
development and improving organisational culture.
Theory X (Authoritarian Management Style):
The tendency of the average human being is to dislike work and to avoid it if they can.
If the average human being is to work hard then they need to be controlled and threatened by their superior.
They dislike responsibility ... Show more content on Helpwriting.net ...
Theory X assumes that human beings dislike to work hard but theory Y assumes that human beings work in a natural process.
2. Theory X assumes that people do not have ambitions and try to avoid responsibilities. Theory Y assumes that people are ambitious regarding their
career and try to prove themselves through hard work.
3. Theory X considers people to be less creative. Theory Y considers people to be more creative and their ideas should be taken into consideration in
organisational decision making.
4. Theory X gives importance to lower level of needs while theory Y gives importance to higher level of needs.
5. In theory X, people lack self motivation and need external supervision at work, but in theory Y, people are considered to be self motivated and
would prefer self control.
6. Theory X emphasises centralisation of authority whereas theory Y emphasises decentralisation.
7. Theory X emphasises autocratic style of leadership while theory Y emphasises democratic style of leadership.
2.2.2.4 Peter Drucker's (Management by Business Objective):
In 1954, Peter Drucker came up with the idea of management by business

Chapter 01 Organizational Behavior
Chapter 01 Organizational Behavior: The Quest for People–Centered Organizations and Ethical Conduct
True / False Questions 1.| People–centered practices are associated with higher profits and lower employee turnover. True False| 2.| Power can be
provided to employees via centralization. True False| 3.| Providing training for employees leads to lower employee turnover. True False| 4.| Trust can
be built in organizations through the sharing of critical information. True False| 5.| Organizations are a social invention helping us to achieve things
collectively that we could not achieve alone. True False| 6.| OB is an interdisciplinary field dedicated to better understanding and ... Show more content
on Helpwriting.net ...
True False| 32.| Social capital is productive potential resulting from strong relationships, goodwill, trust, and cooperative effort. True False| 33.| Trust,
mutual respect, teamwork, and cooperative effort are dimensions of human capital. True False| 34.| Positive social interactions can have favorable
impacts on cardiovascular health and the immune system. True False| 35.| Good management requires a clear purpose and a bias toward action. True
False| 36.| Henry Mintzberg observed that managers typically devote large blocks of time to planning. True False| 37.| According to Wilson's
managerial skills research, an effective manager controls details by being overbearing. True False| 38.| The Wilson managerial skills research yields
the lesson that dealing effectively with people is what management is all about. True False| 39.| Managers with high levels of skill mastery tend to
have better subunit performance and employee morale than managers with lower levels of skill mastery. True False| 40.| According to the Wilson
managerial skills research, effective female and male managers have significantly different skill profiles. True False| 41.| The successful 21st century
manager shares access to power and key information. True False| 42.| A successful 21st century manager uses formal authority as the primary source of
influence.

Mcgregor's Xy Theory
Karl Nagra Karl Nagra Lecturers Name: Graham Orr Management & eBusiness Due Date: 27 April 2012
McGregor's XY Theory
In 1960, American social psychiatrist, Douglas McGregor wrote a book titled 'The Human Side Of Enterprise'. It was in this book that McGregor
п¬Ѓrst proposed his famous XY theory. McGregor's XY Theory is a type of motivationalmanagement. McGregor's theory is incredibly simple yet
effective. Most of the fundamental elements of the XY Theory rely solely on how the manager views their employees. Even though McGregor's theory
is over п¬Ѓfty years old, it is still relevant today. Authors have tried to modernise the theory but the basics remain the same. Laurie J. Mullins describes
Theory X type workers as having an "Instrumental ... Show more content on Helpwriting.net ...
Perception can now become an issue. For example a if a manager has experience with an organisation of primarily managing X type workers. If they
are then promoted or moved to a position which requires a Theory Y type management style, they are likely to take time to adjust to this new style.
During this adjustment phase, the workers under their control will start to perceive the manager as "a poor listener, seeking culprits for failures,
holding on to responsibility but shifting accountability to subordinates..." (Allan Chapman, businessballs.com). Once this perception is made, it will be
very difп¬Ѓcult to undo and can be damaging to the workers. This can also work to the opposite. If the manager begins to put trust into people that
can handle it, the workers can start to perceive that their job roles are more important than they actually are. This, in an already predominantly Y type
worker, this can cause the worker to become more motivated and willing to do work. The website expertprogrammanagement.com dictates three ways
to improve a workers performance. These are, "Enlarge the Role: by increasing the scope of a team member's role you add variety and creative
opportunities, meeting their ego needs, and thus subtly encouraging them to work harder. Engage: participate closely and be transparent with the team
on all major decisions. By providing the team with inп¬‚uence over the decisions made you allow them to

Leadership Styles Of The X Theory And The Y Theory
ven John Wooden definition of success is refreshing and unique: Wooden states that success is a peace of mind which is a direct result of self–
satisfaction knowing you made the effort to become the best of which you are capable. This paper will seek to describe Wooden's Pyramid of Success
and how it fits the business environment in my work place. Also, this paper will identify similarities and differences within the Pyramid of Success by
comparing it to leadership styles of the X Theory and the Y Theory. Throughout the Pyramid of SuccessJohn Wooden identifies different rationales for
each aspect, we will provide our understanding of all his aspects. Lastly, we will attempt to create a new pyramid of success and develop a step by
step strategy that allows members to use it and adapt to it. John Wooden Pyramid Style Reflected in CLPHA John Wooden Pyramid of building
blocks directed toward leadership. Each example is shared through his basketball coaching experiences, but can be applied back to everyday life
and business. Working as the Director of Operations for CLPHA our training and development is based on the philosophy of Wooden, which
focuses team work, value and success. Wooden stresses team spirit as an eagerness to sacrifice personal interests or glory for the welfare of all. The
team comes first. Here at CLPHA we work as a team. We hold team meetings two or three times weekly. We have a database that we can collaborate
as a team and share ideas and opinions

John Mackey, Cofounder and Co-CEO of Whole Market,...
John Mackey, Cofounder and Co–CEO of Whole Market, Believes in "Conscious Capitalism" (pp. 29 & 30)
What role, if any, does McGregor's Theory Y play at Whole Foods? Explain.
Mackey clearly took notes on McGregor's theories on how and why people are the way they are at work. He took more to the Theory Y side: the
moral and loyal view of people at work. Mackey feels that he and the company are viewed and based on the more heroic side of things, meaning that
he aims to not only provide to the world his services and products but to also leave some type of impact. Mackey states that it is more important to
value your conscious business versus maximizing on your profits and the shareholder values. Mackey also calls on the theory of ... Show more content
on Helpwriting.net ...
That is what animates me personally. That is what animates the company. I resisted that purpose for a long time, by the way. I actually thought we
were in some variant of service–that is was really about fulfilling the good. The team members consistently told me I was wrong, that we had a
different purpose. It was this more heroic purpose.
Outdated (Theory X) Assumptions Modern (Theory Y) Assumptions About People
About People At Workat Work
1. Most people dislike work; 1. Work is a natural activity, like play or rest.
They avoid it when they can.2. People are capable of self–direction and self–
2. Most people must be coerced andcontrol if they are committed to objectives.
Threatened with punishment before3. People generally become committed to
They will work. People require close organizational objectives if they are rewarded
Direction when they are working. For doing so.
3. Most people actually prefer to be 4. The typical employee can learn to accept and
Directed. They tend to avoid seek responsibility.
Responsibility and exhibit little ambition. 5. The typical member of the general population
They are interested only in security. Has imagination, ingenuity, and creativity.
McGregor's Theory Y (pg. 8– )
In 1960, Douglas McGregor wrote a book entitled The Human Side of Enterprise, which

The Theory X And Y Leadership Model
For decades, social psychologists and management professionals have studied numerous approaches to successful leadership and the motivations
behind them. A leadership style can be defined as a leaders characteristic behavior when directing, motivating, guiding, and managing groups of people
(Cherry, 2006). In order to lead people more effectively, it is critical to understand the assumptions and influences of differentleadership styles.
Additionally, one must comprehend what motivates the team members involved and how their behaviors can drive a certain style of leadership. We
will begin our analysis by discussing Theory X and Y and then look into three other styles: authoritarian, democratic, and laissez–faire. Lastly, we will
decide which style is most often needed in today's fast–paced world. Over 50 years ago, social psychologist Douglas McGregor developed the Theory
X and Y leadership model, which has been further validated through modern research. According to McGregor, there are two fundamental
approaches to managing people: (1) many managers lean toward Theory X and "generally get poor results, especially over the longer run," and (2)
enlightened managers mostly use Theory Y, which produces better performance and results while enabling people to develop and grow (Friesen,
2012). Theory X is a more authoritative and traditional style because it assumes workers dislike working and will avoid responsibility, must be
controlled or forced to deliver what's needed, and

Douglas McGregorвЂ™s Theory X and Theory Y Essay
Biography of Douglas McGregor
Douglas McGregor was born on 1906 in Detroit, America. In 1895, it was here that his grandfather, Thomas McGregor started his business and given
its name as, McGregor Institute. The business provides assistance to Great Lakes sailors and other transient labour. The
Institute provided shelter, warmth and food to approximately 100 men every year. When Thomas McGregor passed away, his son Murray McGregor
(Douglas's father) continued to manage the business. During high school, Douglas McGregor worked as a night clerk and played the piano and organ
at the chapel services. At work, he became familiar with the employees and their problems. In 1936, McGregor ... Show more content on
Helpwriting.net ...
At M.I.T., McGregor spent two thirds of his time at teaching and as an
Executive Director of the Industrial Relations Section. He spent one third of his time as a consultant. Between 1943 and 1945, he had left
M.I.T to work at Dewey Almy Company, which manufactures rubber goods.
He was a Director of Industrial Relations in that institution. Since
1940, he has been a consultant in human relations for that industry.
The general manager of Dewey Almy Company stated that McGregor liked to explore and experiment in human relations with the company. The
company offered McGregor a free–hand in determining its industrial relations policy because; many of his experiments became very successful. The
business and the workmen have full confidence in him.
For many years, McGregor worked as a consultant for several industries and labour undone in the East and Middle West. He has taken care of the wage
and salary administration, contract negotiation, foreman training, grievance handling, executive development programs, union and management
co–operation programs and problems of organisational structure and function.
He has been a member of the panel of arbitration of the American
Arbitration and tree labour disputes for various companies and union.
McGregor has been a speaker for management and labour groups in United

States and Canada. Also, he has been in charge of conferences on human
relations

McGregorвЂ™s Theory X and Y Essay
Managing resources efficiently and effectively is the most fundamental goal for organisation which aims to maximise individual and social prosperity.
Therefore, the management theory is constantly developing. In 20th century, there were several management theories proposed such as scientific
management, administrative management, behavioural management, etc. as increasingly aware of human are crucial element of the organisation and
vital in influencing overall organisational performance, Douglas McGregor who studied about how workers' behaviour effect the manager's leadership,
proposed Theory X and Y (Waddell et al. 2007). It is no doubt this conventional concept still correct in 21st century, however, business environment is
significant ... Show more content on Helpwriting.net ...
2007). Kermally (2005, p.36) explain that McGregor believed 'how managers manage people in practice depends on what assumptions they make
about workers'. It means that which kind of leadership managers choose, according to how managers perceive workers' attitudes toward their job.
Managers believe their workers related to Theory X and Y normally use strict supervision approaches to reduce workers' control on their job, in
contrary, managers allow workers to be innovative and willing to authorise more responsibility to Theory Y workers (Waddell et al. 2007).
McGregor (1960a) assumed workers refer to Theory X are lazy, hate to work, responsibility aversion and more concern about lower levels of human
needs rather than pursuing self–achievement. McGregor (1960a) suggests that managers should supervise and control the workers in order to adjust
their behaviour and neutralise heir negative attitudes toward work, even punish and push them to achieve a minimal level of performance. Punishment
is necessary because of the nature of inherently lazy. Managers would find encouraging them to perform better by reward maybe only valid in a
short–term as lazy workers eventually submit adequate effort as they do not pursuit self–actualisation (McGregor 1960a). in a word, managers
centralise the decision making power, set rules, SOPs and procedures to guide workers what they should process and monitor the process in order to
safeguard the minimal requirement of performance is achieved

Comparing Mcgregor's Theory Y And Whole Foods
McGregor's Theory Y has a positive view on employees. This theory believes that employees will do well when they are given the ability to do so. This
is a Theory that trusts that humans are mostly committed to making the company that they work for successful.
McGregor's Theory X views people in a negative light. This theory assumes that most employees or people in general, dislike working and do not
work unless they have to. It believes that people need to threaten to produce results.
While Whole Foods' management has definitely adopted a Theory Y management sytle, they refer to their management theory as Conscious Capitalism.
This management style is "based on core values that promote making the world and lives of people better

Difference Between Soft And Soft Hrm
Soft HRM is defined as a "high commitment work system, which is aimed at eliciting a commitment so that behaviour is primarily self–regulated
rather than controlled by sanctions and pressures external to the individual and relations within the organization are based on high levels of trust".35
Another essential part of Soft HRM is the importance of communication and the goal of flexibility and adaptability. Theoretically the employee doesn't
only comply with the companies goals, but positively commits himself to its values and aims, and by that see a meaning in their work .The
commitment employee's show can only be achieved through trust, training, development and the freedom of autonomous and self–controlled work.
Hard HRM is often considered as the opposite of Soft HRM, as it is defined as "quantitative, calculative and business–strategic [mean] of managing the
"headcount resource""36 and sees the employee more like a resource, similar to other components of the production. The HR policies and practices are
coherent with the strategic goals set by the company and aim to increase the general competiveness of the company. Following, the management
expects the employees to be unwilling to work and has to take control over his actions to secure the companies stability and competiveness. The
employee is instrumentalized.
Soft and Hard HRM

Analyzing Mcgregor's Theory Y
As Whole Foods developed their core values, McGregor's Theory Y was clearly a driving influence. Whole Foods developed their business model
around seven key core values, only one of which focused around profit (Cheretis & Mujtaba, 2014). The core value that best embodies McGregor's
Theory Y is " supporting team member happiness and excellence" (Cheretis & Mujtaba, 2014, p. 7). By focusing on the employees, as individual,
valuable assets to the company, Whole Foods builds their brand with a commitment from within. McGregor's Theory Y focuses on employees' natural
desires to succeed and thrive given the opportunity, just as Whole Foods does, instead of a collective tool to accomplish the company's goals (Kinicki
& Kreitner, 2013). McGregor's

A Biblical Application Of Theory X & Y
A Biblical Application of Theory X & Y Theories X & Y have existed since the times of the Bible. Through analytical evaluation of situations in the
Bible, we can see the results of using either theory. Background Theory X & Y was officially expounded (and named) by Douglas McGregor, a
social psychologist at MIT in the 1960s. His idea was that there are two fundamentally different styles of management. Theory X is an authoritarian
concept where one assumes that individuals work reluctantly, without motivation. On the other hand, Theory Y is a libertarian concept where one
assumes that people will perform beyond their duties if they are motivated and are dedicated to the overall goals set forth for them. McGregor first
published his ideas in his book, The Human Side of Enterprise. One of the experiences he had that influenced his thoughts was from work that he did
at his grandfather's establishment for temporary workers in Detroit. Because he was a close acquaintance of Abraham Maslow, who developed
"Maslow's Hierarchy of Needs," McGregor wished to counter the scientific approach on management ("Douglas McGregor," 2008) and named
Theories X & Y. Theory X Theory X takes the position that the average human being is "lazy and self
–centered, lacks ambition, dislikes changes and
longs to be told what to do" (Stewart, 2010). It portrays the perspective that a worker avoids responsibility and has to be controlled every step of the
work process. There is little to no delegation of

Kansas City Crime Prevention Study
Chris Cox
Policing and Society
3/6/15
Exam 2 Short Answers
Question 1
Theory X and Theory Y were created by Douglas McGregor. Theory X has 8 points that include: productive enterprise is under the control of
management, with regards to people, this is an attempt to control their efforts, to motivate them, controlling their actions, and changing the way they
act, and if this is not done, people will docile and resist the needs of the organization and the every day man does what he can to work as little as
possible. Theory X also says the every day man is not ambitious, does not like responsibility, would rather follow than lead, is self–centered, does not
like for things to change, is very gullible, and not very bright. Theory X represents the ... Show more content on Helpwriting.net ...
Administrative discretion and enforcement discretion are the two types of discretion. Administrative discretion is the officer having the freedom to
make fair decisions about the corse of action to be taken. Enforcement discretion is how officers enforce the laws while making sure that order is
kept within the area. Three variables used when understanding discretion used by officers include offender, situational, and system varialbes.
Offender variables consist of things such as the sex, ethnic background or even the age of offender. Situational variables are considered to be how
serious the offense is, such as a minor speeding violation compared to a hit and run. System variables are described as the relationship the offender
has to certain groups of people, such as if they are a relative to another officer, the attitude of the community, or the views of the

Essay on Theory X and Theory Y
Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical management methods. Classical management
theorists, such as Fredrick Taylor, focused on scientific training and efficiency and did not account for personal and behavioral issues, such as
management styles or job satisfaction. McGregor saw these deficiencies in the classical school of management which lead him to develop a theory of
management that would factor the importance of the individual worker. If a manager could tap into the feelings and attitudes of their workers, then the
manager would be able increase their employee's motivation which would then increase production. McGregor's theory viewed the employee as a
person and not as a machine ... Show more content on Helpwriting.net ...
Theory X was labeled by McGregor as being a "hard" style of management, where hard meant that management would have close supervision on its
workers, as well as having strong control and coercion. He determined that a hard style would not be effective for production and organization that
practiced this style would have restricted output and workers would distrust management, therefore there would be a need for a softer side of
management. McGregor based his evaluation of Theory X manager's on Abrahams Maslow's Hierarchy of Needs theory (Barnett).
As stated earlier, only when the basic needs are met, then a person will be motivated to pursue the next level. McGregor stated that because most
workers have basic physical and safety needs met, he/she will only be motivated to satisfy higher needs, such as esteem and self actualization.
Therefore, management must be able to provide workers with opportunities to satisfy their higher needs or they will not be motivated to perform their
organizational duties (Barnett). Because Theory X fails to satisfy the higher needs of the worker, a different set of assumptions need to be made to
account for them, thus McGregor developed an alternative he called Theory Y.
Theory Y was created by McGregor because he believed that its assumptions would lead to a more effective style of management. McGregor stated
that peoples work effort was as

Douglas Mcgregor's Theory X And Theory Y
Task 2.4–Motivation of staff
Douglas McGregor in his 1960 management book he proposed the two motivational theories which is the theory x and theory y and that made his mark
on history. This motivational theories help managers perceive employeemotivation.
Motivational Theory X
A Theory X manager assumes the following:
Most do not to work and come up excuses
Most don't have high aims with lots of responsibilities and needs someone to spoon fed them
Not all think out of the box to solve problems in the organizations.
Not everyone like changes as they are not technologically updated
The Hard Approach and Soft Approach
Under Theory X, management approaches to motivation range from a hard approach to a soft approach.
Theory x
The hard approach ... Show more content on Helpwriting.net ...
McGregor stressed that Theory Y management does not imply a soft approach.
Applying Theory Y Management– Business Implications
In the event Theory Y holds true, an organization can use these principles of scientific management to enhance employee motivation:
Decentralization and Delegation – If firms decentralize control and reduce the number of levels of management, managers will have more subordinates
and consequently will be forced to delegate some responsibility and decision making to them.
Job Enlargement – Broadening the scope of an employee's job adds variety and choices to satisfy ego needs.
Participative Management – Consulting employees in the decision making process pushes their creative capacity and provides them with some control
over their work environment. Ms Hogan adopted this but she was not aware of some of the employees' needs to retire in the near future.
Performance Appraisals – Having the employee set objectives and participate in the process of evaluating how well they were

The Theory Of Body Types, And The Y Chromosome Theory
Alyssa Bursott Dr. Stephanie Spars SOC 100 – Introduction to Sociology March 26, 2016 Deviance Many different theories exist regarding deviance.
Biological, psychological, and sociological perspectives have applied their different thought processes to produce many theories. Some of these ideas
have been discredited, however some remain significant today. Sociological theories differ from biological and psychological theories by looking at
external factors rather than internal ones. Biological theories on deviance are the result of looking for answers that are specific to certain individuals,
namely, criminals and non–criminals. Theorists in this respect look for pathological factors, idealizing the concept that criminals cannot help but be
criminals due to genetic predispositions (Livesey 4). Three major theories have emerged from the biological perspective: Lombroso's Theory,
Sheldon's Theory of Body Types, and the Y Chromosome Theory. First, Lombroso's Theory stems from the mid 1800s, a time when individuals
traditionally believed, "crime was a characteristic of human nature (Crossman 2014)." This theory, produced by Italian criminologist Cesare Lombroso,
concludes that criminals are physically different from non–criminals. Some examples of these differences are large ears, a twisted nose, long arms, and
asymmetry of the face and head. Lombroso also believed that "tattoos were markings of born criminals because the stood as evidence of both
immortality and

Theory X And Y : Theories
M Indira Ananda
4005168
Individual Assignment
Theory X and Y are theories founded by Douglas McGregor, a professor from MIT Sloan School of Management, which are inscribed in his book,
"The Human Side of Enterprise" in 1960. This essay will explain about the theories used in human resources, which according to McGregor are
vital in the success of one's company. Theory X is the theory who assume people to dislike work or just want to work if they received orders from
superiors. While the theory Y assumes people love to work and will do the job without waiting for orders from a superior and always wanted to do the
best for the manager. Both of these theories describe about motivation of human and role of management behaviour. The theories assemble the factors
of production, including human resources for the economic benefit of the firm, organisational communication and organisational development. In this
essay we will discuss in detail about theory X and Y, and application to individual and corporate.
First is theory X. In theory X, people very lazy to work and just work if they like the job or received commands from their manager and want to earn
wage without working to much. The characteristic of theory X can be anti social, does not thank or praise, does not participate, unconcerned about
staff welfare, or morale, takes criticism badly and likely to retaliate if from below or peer group. From this result we know that management believes
that workers need to be

Psychodynamic Theory Applied To The Case Of Y Chun
Y–Chun is a 35–year–old biracial (White and Asian American) female presenting to counseling per recommendation of her physician. Y–Chun has
been experiencing headaches, upset stomach, and difficulties falling and staying asleep. Additionally, Y–Chun has noticed that she is generally short
tempered and on edge. The psychodynamic theory of individual psychology, typically referred to as Adlerian therapy, can be applied to the case of
Y–Chun in order to understand her presenting concerns and how these problems may have developed. There are several important concepts of
individual psychology that should be addressed in order to appropriately conceptualize Y–Chun's case from an Adlerian framework. These concepts
include family constellation,... Show more content on Helpwriting.net ...
From infancy, Y–Chun recognized that she was helpless, and this helplessness was characterized by feelings of inferiority. Inferiority feelings are
considered a normal condition of all people and are identified as a foundation for human striving. Thus, Y–Chun's feelings of inferiority are not treated
as a sign of weakness; rather, these feelings encourage her to strive for superiority. Y–Chun has worked to compensate for her feelings of helplessness
by striving for competence and perfection. Y–Chun is currently juggling a number of tasks in which she is attempting to demonstrate her competence,
such as going to school, working, and raising her children, and it is likely that her desire to achieve superiority is contributing to her current
symptomology. It is important to recognize, however, that Y–Chun's yearning for superiority does not necessarily mean she is striving to be superior to
others. Instead, it means that Y–Chun has been and will continue to attempt to move from a perceived lower position to a perceived higher position
(Corey, 2009). In sum, feelings of inferiority and a desire for superiority will guide Y–Chun's behaviors, thoughts, and feelings throughout her

Theory Y Whole Foods
Theory Y refers to positive assumptions and how employees that are positive in the work environment thrive (Kreitner, & Kinicki, 2013). Whole
Foods embraces this theory and makes a point to hire positive people for employees to represent the company. Whole Foods sales totaled
approximately $14.2 billion in the year 2014 (Whole Foods Market, 2015). Human capital is important for a business to thrive. Theory Y shows how
positive and happy employees flourish for themselves and the business they work. A study from the winter of 2012 showed a group of managers that
utilized the Theory Y method (Kopelman, Prottas & Faulk, 2012). These managers found by using positive and empowering skillsets with their
employees, the employees' not–so–positive

The Human Side Of Enterprise
Douglas McGregor was an American professor and psychologist who is most famous for his book, The Human Side of Enterprise, published in
1960. In this work, he conceives and examines two theories of behaviors in the workplace. They are known as Theory X and Theory Y. These distinct
theories describe how individuals generally behave at work and how different types of managers might govern their employees. They have been used
over the years to help managers to understand their employees' needs, behavior and how to better manage their staff. These theories can be analyzed
and broken down into three of many sub–topics: Motivation, Leadership Style and Conflict Resolution. The two basic labels that McGregor created
describe the assumptions that managers might make about their employees' views on motivation and behavior. According to McGregor's (1960)
Theory X, "the average man is by nature indolent" and is typically self–centered and lacks ambition (p. 2). In this situation, managers are forced to act
in an authoritarian manner. They must coerce their employees to do their jobs, because the assumption is that workers take little to no initiative.
Theory X demonstrates that workers view money and job security as their primary motivator. Conversely, Theory Y states that people actually enjoy
working and will actively seek out greater responsibility. Managers in this scenario would encourage and emphasize the empowerment of their
employees and would provide a surplus of

McGregorвЂ™s Theory X and Theory Y
McGregor's Theory X and Theory Y
Introduction
Human beings have been studied systematically and objectively for many years to determine if they are resistant to work or self–governing. In
addition, managers who tend to utilize McGregor's Theory X generally receive poor results from their employees. This report essay will address
McGregor's Theory X and Theory Y in contrasts to include how these theories benefit the criminal justice system. The sections that will be discussed
are: Theory X, Theory Y, Behavioral Management Theories and conclusion.
McGregor's Theory X According to McGregor's Theory X, it can best be described as employees who have issues with taking responsibility to go to
work with the desire to work and who are ... Show more content on Helpwriting.net ...
This tends to help boosts the moral in the work place and brings about positive results.
Frederick Herzberg developed a list of factors based on Maslow's Hierarchy of Needs, that's more related to work. This theory is called the two–factor
theory and is also called the motivation–hygiene theory. (Robbins, p.205)
According to Herzberg the hygiene factors are considered to be the dissatisfiers and the motivators are the satisfiers. These factors are taken totally
from the work environment and feeds off the other. If there are no dissatisfiers present in the job then satisfiers cannot be utilized. For an example:
John Doe is not happy with his current salary, status or job security which causes him to be negative in the work place. The satisfier (motivator) is then
set in place to invigorate the employee towards advancements, achievements or growth.
In addition, Elaine Rogers a columnist for Tweak Your Biz wrote a blog referencing the Theories X and Y. Human nature, beliefs and values seems
to be valid in regards to the work place and appears to be more relevant now than during the previous years because leadership is now more
empowering over employees, clients, colleagues and peers and the management is becoming more examined. (Rogers, 2012) Ms. Rogers gathered by
Ms. Rogers indicated that Abraham Maslow based his findings on the basic human needs which evolved around the expressiveness and capabilities of
people.

Theory X, Theory Y
Theory X, Theory Y by Douglas McGregor is a motivation theory. Douglas McGregor is a social psychologist and applied two sets of assumptions to
the organizational structure called Theory X and Theory Y. His theory is based on managerial views of human beings. In his book, The Human Side
of Enterprise, he outlined a new role for managers. He stated that managers should assist subordinates in reaching their full potential, rather than
commanding and controlling. Theory X is negative and Theory Y can be stated as the opposite, positive. Douglas concluded that managers shaped
their behavior towards workers based on either the X or Y views.
Theory X presumes that average employees dislike work, are lazy, dislike responsibility, and must be... Show more content on Helpwriting.net ...
Theory X and Y call for managers to examine their assumptions about human nature and see how these models lead to managerial practices. These
assumptions will be reflected in management attitudes toward employees, the kind and amount of participation they allow, and the outcomes they
expect. The strength of McGregor's theory is its significance. When McGregor formulated his theory, companies competed on their ability to mass
produce goods. Today, however, paying attention to the human aspect is a requirement if any organization. Without a powerfully motivated, highly
skilled, self–reliant human resource, organizations do not stand a chance to survive, much less compete. McGregor's theory provides the solution to
problems related to the human aspect of an organization.
Some of the weaknesses in McGregor's Theory X and Theory Y theory are that there is only so much money that can be offered as motivation and only
so much control that can be applied. People change and so do motivators. McGregor states that a satisfied need no longer motivates. This theory has
no evidence to support Theory X or Theory Y. There's no validity in the assumption that managers who modify their actions or behaviors will lead to
more motivated workers (textbook citation p177). It is part of the manager 's job to exercise control and influence, and there are situations in which this

McGregor's Theory X and Theory Y Questionnaire
Question Response:
How do your two scores relate to your experience at work?
The two scores from the "X–Y Theory" Questionnaire indicate the situation and management style of the organization is at 58 while my personal
preferences is 62. They are close, but could be better. The intent of this analysis is to evaluate how these scores relate to the experiences of being
employed by the organization I am a member of. In general, the management team attempts to create Theory Y environment, starting with the CEO
who concentrates on creating a healthy, productive environment entirely focused on goal attained and shared accountability and responsibility. One of
the core foundational elements of Theory Y management is the continual reinforcement and focus on individual accountability and responsibility
(Burke, 2011). An adjunct part of this trait of Theory Y management is the ability to create a very high level of autonomy, mastery and purpose at the
individual level to further accentuate long–term learning (Kopelman, Prottas, Davis, 2008). The organization I am a member of strives to do this with
generous educational programs and initiatives to create greater levels of insight and intelligence into the core areas of knowledge our company relies on.
Experiences in our organization have also ranged from the mildly autocratic or transactional from a leadership standpoint. The company however,
especially in engineering departments, is continually working to create more of a

The Theory and Practice of Spin-Out Management Essay
Spin–out management: Theory and practice
New startups often use internet to interact with their clients through which they detect low circulation cost and increase innovative goods. Most of the
firms are flop because they cannot adopt new changes. For innovations, Internal R&D department is very essential for any evidence (Chesbrough, H.
2003a). High–technology companies do heavily investment for R&D department for revolution, because companies consider it challenging and this
direct companies towards spin–off (Ferrary, M. 2008).
Multinationsla or larger firm's strategies are not flexible as compare to small firms, because small firms can easily merge or change their strategies
according to the environment. Since in mid 1980, most of ... Show more content on Helpwriting.net ...
In external spin–out companies are working independently but in internal spin–out companies are work under the supervision of parent company.
By implementing spin–out management increases flexibility. It can decrease harmful aspects of large companies such as structure and weak innovation.
In spinout speculation, spinouts are too tight to the parent organization and its not let the spinout to collect the benefits on its own business model and
create its own values. He also criticized that the first potential disadvantage for an organization to set–up spinouts is the high risk of failure. (Lord et al.,
2002)
Spinout has freedom to decide about its own direction, which is not always in route with the advantage of the parental organization. (Chesbrough, 2003)
Spin–outs ongoing as internal startups will only earn earnings from cost advantages in the long run. (Jagersma, 1997)
Motivation: The Not–So–Secret Ingredient of High Performance
McGregor, D. (1960), an American social psychologist, predictable his renowned X–Y theory in his 1960 book 'The Human Side of Enterprise'. Theory
x and theory y are still denoted normally in the field of administration and stimulus, and even as more recent studies have questioned the hardness of the
model, McGregor's X–Y Theory skeleton an related basic principle from which to advance positive administration style and methods. McGregor's XY
Theory remains central to organizational development, and to improving

Mc Gregors Theory X and Y
The foundation of McGregor's theory has direct links to Taylor's study of scientific management: a study of scientific management as a link between
human beings and their jobs which in turn need to be re–constructed to maximise efficiency (Waddell et al. 2007, p. 43). Many researchers and scholars
have developed theories based on the work of F.W. Taylor. McGregor, Maslow and others who assisted to improve the view of human relation tried
to prove that there is another side to the traditional perspective of workers (Bartol and Martin 1998, p. 52).This literature review will be focusing on
the evolution of McGregor's Theory X and Theory Y in relation to the development of management theory. Moreover will be explaining the definition
of X ... Show more content on Helpwriting.net ...
47–48). Managers who hold the belief in Theory Y are likely to exercise a participatory style, discussing with their subordinate voicing their opinion,
and encouraging them to take part in decision making (Lewis, Goodman and Fandt 1998, p. 56). Management's main aim is to structure a proper
working environment in order to achieve their higher–order personal goals by achieving organizational objectives (Bloisi, Cook and Hunsaker 2007, p.
205).
The organizations of 21st century are in a more dynamic world where technology, education and research and better economic conditions are
vastly improving. It becomes gradually more important for managers to hold the set of assumptions about human behaviour that McGregor has
proposed in his Theory If an individual holds Theory X assumptions then he will not be logical and responsive to data, therefore, will have limited
choice of managerial style. In regard to Theory Y, he can wisely choose from variety of options (Schein 1975, p. 7). Having worked for 15 years in
many types of organization, Schein (1975, p. 3) believes that organizations need more Theory Y managers at all levels especially at higher levels.
However, few companies still practice Theory X management (Daft 2003, p.48), but many are applying Theory Y concept of management such as
Hewllet Packard (Waddell et al. 2007, p. 56) and SOL cleaning service, and it has proved to be a success. They consider everyone equal and value each
employee's

Theory X and Theory Y
McGregor (1960) described two views on human motivation: Theory X and Y. Theory X, the more conventional one, holds the view that people are in
themselves not intrinsically motivated to work and even attempt to avoid it, that people have no ambition, are resistant to change, are not particularly
intelligent and that people only work for money and security. Management's objective is to direct employees efforts, motivating them, controlling them
and modifying their behavior to ensure that they behave in line with the organization's needs and goals.
In contrast, Theory Y holds the view that work can be child's play. People are committed, can work autonomous and still reach their work objectives,
act responsible and are creative in ... Show more content on Helpwriting.net ...
We will first discuss the characteristics of modern society implying the shift to more Y–motivated people. Then we will discuss the obstacles inhibiting
organization to move towards more Y–supporting organizations.
Characteristics of Modern Society supporting Y
One of the major characteristics of modern society is "globalization". Johnson (2002) stated that globalization is a recent phenomenon in human
history. Five developments where of major influence in making globalization possible and effective (Johnson, 2002). We will make use of one of these
characteristics to underline the fact that people in modern society are Y–motivated.
Knowledge– there has been an enormous increase in knowledge since 1750 (Johnson, 2002). Even LOI, a Dutch learning–institute, is advertising with
it, "The Netherlands are getting smarter". Current developments in modern society show a trend toward a society with more higher educated people.
The amount of higher educated people is rising. In 2012 the Dutch population consisted of 28% higher educated people, in 2003 this was only 23%
(CBS, 2012).
We believe that the work done under people expressing Theory Y often is knowledge intensive work. Johnson (2002) already stated that there is much
more knowledge available nowadays. Also we spotted a trend among the Dutch population that the amount of higher

Comparing Maslow And Theory Y
Introduction:
Motivation according to Kelley (2014) is the 'process through which managers build the desire to be productive and effective in their employees'. If
an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that
workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that
there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas
Maslow and McGregor's Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager.
The ... Show more content on Helpwriting.net ...
An example of motivation is when production workers began tracking their performances in an attempt to break the record (Haefner, 2011). Their
highest record was set when the workers continued to work after their shift; they decided to no longer take their breaks. The reason for this success was
changing management style from Theory X (does not trust workers) to Theory Y (does trust workers). This shows the impact freedom can have on
employees and how it motivates them to work harder to increase production and output.
Capitalism:
To understand the problem of worker motivation we must understand Capitalism. Capitalism involves conflicts of interests between management and
workers. According to Knights and Willmott (2012) Marxism is when workers are described as a 'social animal rather than a self–seeking individual'.
They further state that production is motivated by the 'pursuit of profit and the accumulation of capital'. This shows that managers are more interested
in profit than workers needs. Similarly Taylor states that motivation comes from money and profit for management, whereas workers would want
higher wages, thus suggests a conflict in capitalist society (Knights and Willmott, 2012). This conveys the importance of capitalism in regards to
motivation in society and how workers are not seen as humans. Though in a modern society, Taylorism is viewed out–dated because workers are no
longer motivated by just financial incentives, they are after

Theory X Vs Theory Y Essay
Theory X vs Theory Y: A Manager's Choice
Beliefs and assumptions about what motivates members of a team strongly influence a management style. An authoritative style of management is
geared towards the belief that team members dislike work; On the other hand, when employees take pride in doing a good job, management will tend to
adopt a more participative style (mindtools.com, 2015). These two management styles are formulated by Theory X and Theory Y respectively. These
theories resulted from an idea devised by Douglas McGregor and were noted in his 1960 book "The Human Side of Enterprise." The book covers a
fundamental clarification between the two management styles and has developed the basis of future analysis on the subject ... Show more content on
Helpwriting.net ...
The principals of Maslow's Hierarchy of Needs outline our behavior and actions as being driven by a 'hierarchy' of needs; lower level needs, like
survival, must be satisfied before motivation moves on to meet higher level needs, such as 'connection feeling' and self–actualization (iwise2.com,
2012).
Theory X merely satisfies lower–level physical needs which therefore results in limiting productiveness. "Man is a wanting animal," wrote McGregor,
"as soon as one of his needs is satisfied, another appears in its place" (economist.com, 2008).
In this Theory, when the physiological, safety, and social needs are all reasonably provided, the employee's needs become satisfied, thus rendering them
stagnant and without further motivational fuel, and the organizational motivation dampens.
Theory Y is a total contrast to Theory 'X '. McGregor believed that people desire to learn and that work is a natural activity to the extent of developing
self–discipline and self–development (dheise.andrews.edu, 2001).
In McGregor's 1960 published article, The Human Side of Enterprise, he mentions a process in in regards to Theory Y of creating opportunities,
releasing potential, removing obstacles, encouraging growth, and providing guidance –as Peter Drucker called it, "management by objectives" in
contrast to "management by control" (McGregor, 1960, pp. 12 {7}).
Also, noted in McGregor's 1960 article, of Theory Y, he introduces a participative style of management that is

The Theory X And Theory Y
Douglas McGregor, a social psychologist in the 1960's, developed two theories for workplace employees (Theory X and Theory Y, 1996
–2016). Theory
X describes employees as unmotivated, irresponsible, they need to be controlled, and they dislike working. Theory Y describes employees as
responsible, enthusiastic, motivated, and imaginative. As an employee, not in a Management position, I can say I appreciate a manager who follows
the Theory Y description. Since I feel that way as an employee, I will strive to be that type of Manager. I will participate, guide, lead, and motivate
my employees to want to do a good job, and truly love what they do every day. I do believe that there are many employees in the workforce who do
not like to work. When I come across someone with these characteristics, it will be my job to change their views. A low dose of responsibility will
most likely motivate people to do better. Unfortunately, there are still many people who have the pessimistic view on life, and nothing will change
their ways. Participating and interacting with employees on a day to day basis shows your interest in their role. I can understand how applying Theory
Y in large organizations may be difficult, but with the right management in place, each department can be managed with Theory Y roles. I believe
many companies give up on the chance to give their employees the responsibility because it is easier to control and direct without consideration or
involvement from the

The Theory X And Theory Y Essay
The ability to predict the behavior of employees in an organization is a key element in encouraging and ensuring that employees to produce desired
results. Some employees usually take great pride in their work and obtain satisfaction from performing their duties well. Such employees are innately
motivated (Douglas McGregor: Theory X and Theory Y, 2015). Other employees are never proud of their work. They simply work because they
believe that they cannot survive without their jobs. Such employees are externally motivated (they require an outside force to compel them to perform
their duties) (Theory X and Theory Y: Understanding Team Member Motivation, 2016). These ideas about employee behavior and much more have
been developed by social psychologist and management professionals, such as Douglas Mc Gregor, Abraham Maslow, and Herzberg, in the form of
theories to help managers and employees predict each other's behavior. This paper focuses on the Theory X and Theory Y, which were both developed
by Douglas McGregor. It describes the theories and analyzes their effectiveness in predicting human behavior.
Theory X and Theory Y
Unlike other theories that usually focus on employees, Theory X and Theory Y focus on managers and the perceptions they have about their
employees, which in turn influences their behavior towards their employees (Theory X and Theory Y: Understanding Team Member Motivation, 2016).
Different managers have different perceptions about the things that motivate

Theory X and Y
douglas mcgregor – theory x y
Douglas McGregor 's XY Theory, managing an X Theory boss, and William Ouchi 's Theory Z
Douglas McGregor, an American social psychologist, proposed his famous X–Y theory in his 1960 book 'The Human Side Of Enterprise '. 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 model, Mcgregor 's X–Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor 's XY
Theory remains central to organizational development, and to improving organizational culture.
McGregor 's X–Y theory is a salutary and simple reminder of the natural rules for managing ... Show more content on Helpwriting.net ...
Theory X managers are facts and figures oriented – so cut out the incidentals, be able to measure and substantiate anything you say and do for them,
especially reporting on results and activities.
Theory X managers generally don 't understand or have an interest in the human issues, so don 't try to appeal to their sense of humanity or morality.
Set your own objectives to meet their organisational aims and agree these with the managers; be seen to be self–starting, self–motivating,
self–disciplined and well–organised – the more the X theory manager sees you are managing yourself and producing results, the less they 'll feel the
need to do it for you.
Always deliver your commitments and promises. If you are given an unrealistic task and/or deadline state the reasons why it 's not realistic, but be
very sure of your ground, don 't be negative; be constructive as to how the overall aim can be achieved in a way that you know you can deliver.
Stand up for yourself, but constructively – avoid confrontation. Never threaten or go over their heads if you are dissatisfied or you 'll be in big trouble
afterwards and life will be a lot more difficult.
If an X theory boss tells you how to do things in ways that are not comfortable or right for you, then don 't questioning the process, simply confirm the
end–result that is required, and check that it 's okay to 'streamline the process ' or 'get things done more

Leadership Theory X And Theory Y
Leadership Theories
The concept of Transformational Leadership was initially introduce be leadership expert and presidential biographer James McGregor Burns (About,
2015). This type of leadership requires for leaders and followers to have a connection like no other where mutual respect and trust has to be the
foundation of the working relationship. The idea is that in the end everyone results benefited in one way or another. A different approach onleadership is
Douglas McGregor's Theory X and Theory Y. Managers who get involved with Theory X believe that workers need to be constantly supervised. On
the other hand, Theory Y suggests that employees themselves are well disciplined and have control as of how they will achieve their goals.... Show
more content on Helpwriting.net ...
My dad's background as an accountant and my interest in the profession prevent me from wanting to continue my employment at my current location.
In regards my peers, most of them also have ambitions. Some have decided to stay and build up their employment history with one employer instead
of moving around every time work slows down. Others want to move up in the company and since opportunities exists, it has caught their attention and
their efforts are centralized on achieving that goal. Throughout this course and for the purpose of this project, two styles of leadership from three
different theories caught my attention. After deciding to look for a different working environment once I obtain an Accounting Degree, I plan to use a
combination of two leadership theories to pass along the basic knowledge of our operations to someone else.
The first theory I will explain is called Transformational Leadership. According to Krishnan (2004), Transformational Leadership consists of four
factors – charisma or idealized influence, inspirational leadership or motivation, intellectual stimulation, and individualized consideration. On his article
he explains that the relationship between leader and followers and their purposes can begin with both parties feeling completely unrelated to each other.
That being said, constant communication and daily interaction allows for any negative gaps to slowly close and have the participants realize that
everyone needs

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