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 t... ... middle of paper ... ...he task on their own and seem to enjoy doing what they do this will show a positive and place them in the Y theory. Works Cited Robbins, S.P., and Judge, T.A. 2013. Organizational Behavior (15th ed.) Upper Saddle River, NJ: Prentice Hall. Rogers, Elaine. Management Styles – Theory X and Theory Y: (2012) Retrieved from: tweakyourbiz.com/management/2012 Theory X and Theory Y: Understanding Team Member Motivation: Retrieved from: www.mindtools.com/pages/article/human-motivation-theory Weibell, C.J. (2011). Principles of learning: 7 principles to guide student-centered, Personalized learning in the technology-enhanced, blended learning environment. Retrieved: November 29, 2013 from:http://principlesoflearning.wordpress.com.
McGregor has written two theories about human nature. Theory X basically assumes that people will do the least amount of work required of them. That they will need to be monitored and workers will need a set of rules for every employee to follow . There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever the company needs from them. They will own up to any issue and trust that their co-workers will do the same (Larsson, Vinberg & Wiklund, 2007).
Most leaders believed that employees in their organization disliked work and would avoid it if they could. Daniel McGregor in his 1960 groundbreaking book The Human Side of Enterprise argued that “Those running companies were operating from a faulty assumption about human behavior” (Pink, 2009, p. 74). Managers believe employees must be coerced, controlled, directed, and threaten with punishment to acquire them to put forth an effort to achieve set objectives. McGregor’s X-Y theory suggest that there are two ways to manage people.
Douglas McGregor in his book (1960), The Human Side of Enterprise he proposed this theory, instead of descriptive labels he called it Theory X and Theory Y. These two theories were two extremes, thus the whole spectrum of possible behaviours in between. According to these theories, although the basic premise is that the management’s role is to assemble the factors of production, people and for the economic benefit of the organization, beyond this point these two theories takes diversion.
Psychologist Abraham Maslow created the hierarchy of needs, outlining and suggesting what a person need to reach self-actualization and reveal the true potential of themselves. In the model, Maslow propose that a person has to meet basic needs in order to reach the true potential of themselves. Biological/physiological needs, safety needs, love/belonging need, esteem needs according to Maslow is the fundamental frame for reaching the peak of self. The last need to be met on the scale
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
Harry W. More, G. F. (2012). Organizational Behavior and Management in Law Enforcement 3e. Upper Saddle River, NJ: Prentice Hall.
Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled, a person seeks to fulfil the next one, and so on. The earliest and most widespread version of Maslow's (1943, 1954) hierarchy of needs includes five motivational needs, often depicted as hierarchical levels within a pyramid.
Abraham Maslow, a neo-freudian psychologist, created the hierarchy of needs in order to communicate what needs need to be achieved. Those needs are organized in a tier like diagram. The needs according to Maslow are: Biological and physiological needs, safety needs, love and belongingness needs, esteem needs, and finally self-actualization.Ed meets his personal needs up to self-actualization but tends to look at other for what he should be
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
Employees put in their efforts on the perception that their efforts will lead to performance and that effective performance will result in obtaining positive
Employees perform productive behaviors by engaging in behavior that contributes positively to organizational goals and objectives (Britt & Jex, 2008, para 2). Organizations intend for employees to adapt to behaviors that will positively increase the functioning of the agency. This is done through proper training and efficient skills to complete significant roles. Positive long-term effects result from productive employee behaviors. Employees who contribute to the organization help ease financial burdens and strengthen job performances. The goal for most organizations is to have numerous employees perform duties that require little or no excess supervision. New employees train to self-sustain in an organization through strong leadership and staff recognition. The act of being productive relates with performance and a person’s effectiveness on-the-job. Workers achieving a great deal in a short amount of time are known as efficient workers. ...
Abraham Maslow did studies of the basic needs of human beings. He put these needs into a hierarchical order. This means that until the need before it has been satisfied, the following need can not be met (Encyclopedia, 2000). For example, if someone is hungry they are not thinking too much about socializing. In the order from lowest to highest the needs are psychological, safety, social, esteem, and self-actualization. The first three are classified as lower order needs and the last two are higher order (Hierarchy, 2000). Without meeting these needs workers are not going to be as productive as they could otherwise. The first three are considered to be essential to all humans at all times. The last two have been argued but are mostly considered to be very important as well.
Maslow’s Need Hierarchy Theory of motivation is based on facts that human beings are motivated by needs that have not been satisfied and also by the fact that certain lower needs ought to be satisfied before higher needs can be looked upon. Maslow arranged needs in a pyramid with lower needs at the bottom while higher needs at the top of the pyramid. At the bottom are the physiological needs which include basic needs such as food, water, shelter, air and sleep. When people have satisfied these lower needs, they will be in a position to move to the next level, safety and security needs which entails keeping safe from any kind of harm involves proper shelter, safe environments, safe working places and also job security (Maslow, 1943). After meeting
Maslow’s contributions are many and diverse; perhaps his most famous is the hierarchy of needs. Beyond the details of air, water, food, and sex, he laid out five broader layers: the physiological needs, the needs for safety and security, the needs for love and belonging, the needs for esteem, and the need to actualize the self, in that order.
The theory of Maslow’s hierarchy was created in order to understand what is the motivation for others, and was defined by Abrahm Maslow as stated from the “Understanding Canadian Business” textbook (327). However, motivation is created because of needs, as people become motivated to accomplish their needs as stated from the “Understanding Canadian Business” textbook (327). Although needs, as defined in the “Understanding Canadian Business” textbook, is separated into five different categories; physiological, safety, social, esteem and self-actualization (327). Furthermore, physiological are needs which allow a person to survive, like having water; safety needs is where workers need to feel secure at their workplace and at their home; social