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Explain the difference between theory x and theory y
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Question # 2: Identify similarities and differences among Theory X and Theory Y, the Pygmalion effect, and self-concept.
Oxford Dictionaries defines attitude as a settled way of thinking or feeling about someone or something, typically one that is reflected in a person’s behavior (Attitude, n.d.). There are numerous assumptions about attitude and human behavior regarding how leaders interact with followers which can forecast productivity and success levels of both in their roles. As indicated by Lussier and Achua (2013), “Successful leaders have positive, optimistic attitudes” (p. 49). This essay will identify how Theory X, Theory Y, the Pygmalion effect, and self-concept are similar and different. In addition, some observed examples of these
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This is different from Theory X, Theory Y and the Pygmalion effect which focuses on attitudes and behaviors towards others. A leader possessing a negative self-concept of self will translate into negative behavior, level of productivity and performance of followers. Conversely, a positive self-concept of one’s self will lead to positive performance of followers. Some of these concepts can be further expanded upon by sharing a recent personal experience by this essay’s author on the subject matter. A work team with long term negative work attitude challenges and unexceptional performance was transferred to this author’s scope of authority from another department in the organization. The work team was made up of three employees and a team supervisor. The team supervisor displayed attributes of a Theory X belief system and was very vocal about dislike for work. Holding true to Theory X leadership characteristics, staff on the team were closely monitored in all aspects of their daily activities by the supervisor in an autocratic manner. Cross training the staff in each other’s duties wasn’t a priority for the Theory X supervisor. Furthermore, the supervisor’s expectations of the group reaching high productivity standards and goals were
The extreme leadership style of the Authoritarian can have a negative effect on team members. A characteristic of this leader is one who makes all the decisions and passes the directives to subordinates who are expected to carry these out under very close supervision. Because open communication is vital to any project, these perceptions can hurt team performance.
The theory suggests that the nature and quality of the company’s leaders is an important factor of the performance and job satisfaction of their subordinates (Glisson 1989). The theory implies that managers while in control need to be capable of maintaining cooperation from his or her employees. In this type of leadership style, the employees would be encouraged to share opinions and ideas. Staff would feel engaged in decision-making and creativity would be rewarded. The leader would be flexible, open to communication, and respectful of new
Higgins, Tory. “Self-Discrepancy Theory: What Patterns of Self-Beliefs Cause People to Suffer?”(1989). Advances in Experimental Social psychology, Vol.22 (1989):93-136. Academic Press Inc.
The young girl sat on her bed and thought, “If I could just be taller, skinnier, if my hair was longer, my nose smaller, my legs slimmer, I know they would like me!” This discussion takes place with each girl or boy at different times in their lives. Depending on their environment, it can take place when they are five, fifteen or 25. Positively or negatively, developing a child’s self-esteem will affect the way they live, grow and learn. The Centers for Disease Control report:
In everyday life, each ( infant, toddler, adult) observe others person’s actions and behavior and make inferences about other’s attitude based on what they see and find. Psychologist Daryl Ben (1967) who developed SPT (Self-Perception Theory) state that, people develop their attitudes by observing their behavior. Parents and primary caregivers play a significant role in child’s developing self-concept and self-esteem.
Numerous styles of management exist that the executive can adopt in leading the organization, such as autocratic, participative, as well as democratic. The management should adopt a style that incorporates the views and values of its workforce within the organization. The staff in an organization is the best assets that an organization can have. It is not enough for an organization to have the most qualified, experienced and professional workers in the field, rather it requires a dedicated team of workers willing to sacrifice and give their all to the success of the organization. The skills that an organization has, such as its corporate strengths, help in shaping its values and cultures, as well as boosting the esteem of its workers to enable them become more productive. Lastly, the organization needs to cherish the shared values within its midst. These elements bind the workforce and management of a company
Wood, W. (2000). Attitude change: Persuasion and social influence.. Annual Review of Psychology, 51(1), 539.
Forney et al stated that ‘’personal concern’’ distinguish between the boundaries of self and the social world and involve preference and choice related to friendly, activities, physical, self and privacy. (Smetana, 1999) A steady view of boundaries of the self is explored through the concept that influence self-esteem and behavior (Vander Zanden, 1988). The moral domain is conceptually and developmentally and developmentally distinct from social conventions and mental domain. In essay I am going to link various theories associated with concept as follow self-esteem, self-perception and self-worth.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
Our attitude is a learned behavior that can be changed by the individual’s choice to make that change. I agree that a person’s attitude begins with their own personal feelings, values, and beliefs, but the knowledge of the values and norms of our culture also can define who we can be or should be. After all, if a person couldn’t change their attitude, then how could they grow and learn or just simply adapt to ones environment. For some parts of life, the blueprint is drawn by heredity; but for other parts, the individual is a blank slate, and it is entirely up to the individual to change what is written on that slate. You alone can make your density great by doing on simple thing “getting an attitude adjustment”. Attitude is your life, yours affects everybody and everybody’s affects you.
Self-concept can be described as how a person views themselves. There is a variety of factors that impact a person’s self-concept but the biggest impact comes from self-esteem. Self-esteem is much like self-concept the only difference is the addition of emotions. For example say an individual likes a brand they are aware that they enjoy the brand so that’s self-concept. Self-esteem on the other hand, if nobody else in the workplace likes the brand programme individual likes that could have a negative effect on a person’s self-esteem and therefore effect a person’s self-concept. In the workplace self-concept is of the uttermost importance when estab...
The Self-Concept is a complicated process of gaining self-awareness. It consists of mental images an individual has of oneself: physical appearance, health, accomplishments, skills, social talents, roles, intellectual traits, and emotional states and more –all make up our self-concept.
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Many people on earth desirably endeavor to understand others, however, even when they do not have the liabilities of leadership. For instance they need to understand the behavior of their friends , relatives or even their other concerned ones . By observing the behavior of others, people need or want to understand and even to influence their own behaviors. If we pay heed to our own perception, we may learn that from time to time, all of us behave inopinately and may also behave admirably. It then became our problem in understanding that why we behave as we do? This inquisitiveness led people to understand different aspects of life and persons, under the field of Psychology (the scientific study of mind and behavioral characteristics
Due to the changes in management patterns and advancements, there are changes that could be made to the theory to make it relevant and applicable in the contemporary management. For instance, in the fourteen principles, the inclusion of staff welfare may make the theory flexible and adaptable (Thomson 2004).