Whenever Dr. Mandi enters the class a wave of delight passes
through the class. He is welcomed in the class and I wait for his class because
that is when I get the real learning and that too in a fun way. He started with
a topic namely –
THEORY X and THEORY Y
In the year 1960, Douglas McGregor, a professor from MIT
came up with a theory which explains two contrasting models of employee motivation. These theories are referred to as THEORY X
and THEORY Y. These theories cover what perception managers hold of their employees
not how the employee actually behaves.
Theory X assumes
that workers are lazy and not motivated. They will do anything to avoid work
and are in the organization only for money. As a result managers, in order to
achieve organizational goals, have to resort heavily on threat and strict
supervision to gain their employee’s compliance. This results in a damaged
environment affecting the efficiency and productivity. However it may be noted
that employees disinterest in work can be due other reason as well. Reasons
like rules and policies of company. This theory is counterproductive and is
referred to as authoritarian style of management.
Theory Y on the other hand is participative
style of management and assumes that workers are self-motivated and like to
work. They are ready to take tough jobs and responsibility. This style of
management gives enough liberty to workers to bring out their creative side and
innovate. Theory Y managers tend to develop trust with their workers which goes
a long way in human resource
Development.
This theory is productive.
So
based on the above four situations emerge:
Theory X Manager and Lazy Employee: The
employee is lazy and the Theory X manager thinks that the employee is lazy.
Theory X Manager will not try to motivate his employee and hence the
organization’s productivity is affected. Please note here that the employee
might be lazy for multiple reasons: he may not be interested in the work
assigned to him or else, the work provided to him might not be good and so he
is disinterested.
Theory X Manager and Not Lazy Employee:
The employee is not lazy but Theory X manager assumes that the employee is
lazy. In this situation the excellent work done by employee gets unnoticed and unrewarded.
This will result in employee demotivation and dissatisfaction. Maybe to an
extent that the employee leaves the organization.
Theory Y Manager and Lazy Employee: In this scenario, the employee is lazy but
the manager thinks that he is not lazy. The Manager puts in constant effort to
motivate his employee by using different techniques. Managers support their employees,
listen to the problems of employees hence leading to a better relationship
between the two and thereby increasing productivity for the company.
Theory
Y Manager and Not Lazy Employee: Here, the employee is not lazy and the
manager too thinks that the employee is not lazy and is performing to the best
of his abilities. An ideal situation for any organization. Employees work is
noticed and appreciated which in turn motivates him to perform better resulting
in employee satisfaction. Such
organizations will always witness a continuous growth.
Experiences related to my work place
Theory
X – I had one senior colleague at the post of manager in my company. He was a
very lazy and slothful fellow. He failed at every deadline given to him no
matter how relaxed the deadline maybe. So my senior manager resorted to threats
of slow promotion and less hike in order to get the work done from him. This
resulted in a bad atmosphere for the entire team and resulted in counter
productivity.
Theory
Y – For some of the projects i was working with my additional general
manager. He always thought that the
youth are more creative and should be given opportunities to try out something
new so that new innovations can happen. He used to give me many out of the
league projects for the betterment of my workplace and I enjoyed working with
him and taking responsibility.
In either case of an employee , as a Manager i would like to follow Theory Y , because that is when i can increase productivity for the company and help the company grow. Moreover it will also lead to my subordinate's satisfaction.
I sincerely hope that you all would have taken away some learnings from this post . Feedbacks
and / or suggestions are always welcome.
Cheers,
Ankush
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