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Mcgregor Theory X And Theory Y Essays

Mc Gregor’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 resistant and who require pressure in order to perform their job duties and complete production. Theory X is considered to be negative as labeled by McGregor. (Robbins, 2013)
McGregor’s Theory Y
According to McGregor’s Theory Y, it can be best described as employees who have a willingness and desire to take responsibility to work, and are committed to accomplishing their goals pressure free of performing their job duties in order to complete their work production. Theory Y is considered to be positive as labeled by McGregor. (Robbins, 2013)

Behavioral Management Theories
Abraham Maslow wrote the Maslow’s hierarchy of needs theory. This theory was based on fulfilling five basic needs: physiological, safety, social, esteem and self-actualization. Maslow believed that these needs could create internal pressures that could influence the behavior of a person. (Robbins, p.204)
It essential that managers are aware of their employees physical needs while in the work place to include ensuring that breaks are provided in a timely manner to take care of any personal needs they may have. It is important that the employees are made to feel free from anxiety. Employees should feel safe in their work environment and should have a sense of belonging while at work and should be recognized for their hard work. The employees should also be encouraged to reach his or her potential. 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,...

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Douglas M. Mcgregor: Theory X and Theory Y

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Mr. McGregor theorizes that management views an employee’s motivation toward work in two distinct ways—Theory X and Theory Y. Theory X managers believe the following: (1) The average worker naturally does not like work and will avoid it whenever possible. (2) Managers must always control, motivate, and direct their employees to perform well. (3) Most workers prefer being directed, avoid responsibility, and seek job security. On the other hand, Theory Y managers assume the following: (1) Employees enjoy working. (2) Managers do not need to control and punish workers to accomplish organizational goals. (3) Workers will be committed to an organization if their work is satisfying. (4) Managers should “…arrange organizational conditions and methods of operation so that people can achieve their own goals best by directing their own efforts toward organizational objectives'; (Kolb, et al., 1995, p. 62).
     The theory McGregor believes will best stimulate employee motivation toward accomplishing organizational goals is Theory Y. The goal of Theory Y is to provide employees ways to attain the higher levels of Maslow’s Hierarchy of Needs (esteem (ego) and self-actualization (-fulfillment)) so that the establishment may prosper. McGregor thinks that most organizations today already fulfill the lower needs of employees (physiological, safety, and love (social)) and therefore should concentrate on the higher needs of individuals.
Therefore, McGregor says that management should try to develop a relationship based on two-way trust between management and employees.

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This should enable self-direction, increased productivity, and possibly the creation of better methods to complete tasks more efficiently. Furthermore, McGregor points out that management should not expect to see significant changes when first initiating his theory. Change is slow to come, but in the long-run companies will see improvements in employee motivation towards their work.



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