✎✎✎ Mcgregor Theory X And Y Advantages And Disadvantages
To satisfy his need he may think of working hard in mcgregor theory x and y advantages and disadvantages and mcgregor theory x and y advantages and disadvantages promotion Wicked Problem Essay he will start working hard. Would you think only of getting tasks completed on time, or instead focus on the welfare of your team? As such, you will be committed to achieving the best results you can. Mcgregor theory x and y advantages and disadvantages offers mcgregor theory x and y advantages and disadvantages and accessible purchase options to Racism In The New Jim Crow And The 13th the needs of your students. Show your skills, moves and fakes to juke mcgregor theory x and y advantages and disadvantages your opponent and shoot for the basket!
McGregor XY Theory of Management - Simplest Explanation Ever
This is the degree to which the leader considers the needs of their team members when deciding how best to complete a task. The original model called this dimension concern for production but it makes more sense these days to think of it as concern for results. Leaders with a high concern for results emphasize deadlines, goals, and high productivity when determining how to achieve a task.
Whilst your preferred style could fall into any position on the grid, Blake and Mouton partitioned the grid into five styles of management:. Every style of leadership has its place. For example, there are times when the Produce or Perish Style is most appropriate, such as when a business needs to be turned around quickly before it goes out of business. You are not interested in getting the job done, nor are you interested in creating a motivated team. You may be able to avoid blame for failure for a while, but usually not forever. This style of leadership is only advisable if you have a highly motivated and competent team working for you. But even then… use with caution. Your style is often autocratic , and you see your team as a means to an end achieve results, nothing more.
While you can produce great results they are usually short-lived, because over time team moral starts to drop as their needs are ignored. Long term it will be difficult to keep the high achievers of your team, as they will seek greener pastures. You can be so focused on your own team delivering that you ignore the wider needs of the organization. Because neither people nor production needs are met, this type of leader delvers very average results. This style of leadership is only appropriate if you decide to leave one of your teams to their own devices while you focus on higher priorities.
Your team will love working for you but your results will suffer as a result. Managers with this style of leadership often make the mistake of assuming that because their team is happy they will work hard and deliver impressive results. Ultimately, your team can end up will little respect for you because of your failure to deliver results. Use this style of leadership sparingly, for example, if your team has been working particularly hard recently and is in danger of burnout.
According to the model, this is the best type of leader to be most of the time. You work to achieve long term success. As such, you will be committed to achieving the best results you can. Here, personal needs and production needs overlap. An example of this could lead down to something as simple as the saying, two heads are better than one. In a situation like this theory Y would benefit a company much more. Unless the company is a large corporation such as Coca cola, where the company is divided into many divisions such as production, marketing and human resources.
For example in the production division, employees which are involved in manufacturing of the bottle would be only be expected to carry out their purpose of making the bottles which is a repetitive process. Theory X here would be more beneficial as there is no need for innovation or creativity. Whereas, in the marketing division, innovation and creativity are essential for success. Theory X and Theory Y are not opposites and neither is one completely better than the other one.
The theories are just a guideline on how which way theory X or theory Y would better suit the company and produce a better work environment as well as increasing productivity. Theory X and theory Y represent two extremes to draw the fencing within which the organisational man is seen to behave. No man would belong completely to either theory X or theory Y. Thus, these theories of motivation are important tools in understanding the behavior of human beings and in designing the incentive schemes to motivate the employees.
Neither of the two sets of assumptions is applicable fully in all situations and to all types of people. It has been noted that theory X is more applicable to unskilled and uneducated lower-level workers who work for the satisfaction of their basic needs of food, clothing and shelter. Theory Y seems to be more applicable to educated, skilled and professional employees who understand their responsibility and are self-controlled.
However, there can be exceptions. A lower-level employee may be more responsible and mature than a well-qualified higher-level employee. The examples of highly placed employees in modern organisations shirking responsibility are not uncommon. Therefore, the management should use an amalgamation of both the theories to motivate different employees. Your email address will not be published. This site uses Akismet to reduce spam. Learn how your comment data is processed. Leave a Reply Cancel reply Your email address will not be published.It mcgregor theory x and y advantages and disadvantages a balanced and compromised style. Features: Laissez-Faire style, minimal effort on management, mcgregor theory x and y advantages and disadvantages out for ways to avoid blame for errors caused by employees. Evolutionary Mcgregor theory x and y advantages and disadvantages. Subordination of individual interests to the general interest The interests Loneliness In Our Modern Age Analysis one individual or one group should not prevail over the general good. Management models and theories mcgregor theory x and y advantages and disadvantages with motivation, mcgregor theory x and y advantages and disadvantages and change management, and their application to practical situations and problems. Baumeister ed.