Theory X and Theory Y

Only available on StudyMode
  • Download(s) : 211
  • Published : September 1, 2012
Open Document
Text Preview
TABLE OF CONTENT

NO| TITLE| PAGES|
1| 1.0 THEORY X1.1 THEORY X ASSUMPTIONS| 2-3|
2| 2.0 THEORY Y2.1 THEORY Y ASSUMPTIONS| 4-5|
3| 3.0 BIG FIVE PERSONALITY TRAITS-OPENNESS-EXTRAVERSION-NEUROTICISM-CAREFULNESS-SOCIABILITY| 6-11|

1.0 THEORY X

What is theory X? The “Theory X” management theory holds that the average employee has little ambition, dislikes work and must be coerced, controlled and directed to achieve organizational objectives. Those in management who believe the behavioral assumption of “Theory X” take an autocratic approach to get work done. This theory which has been proven counter effective in most modern practice, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. An example is the time clock. You have to clock in partly because the management thinks you'll arrive late and leave early if you don't. This theory assumes human beings inherently dislike work and distasteful towards work. However, as we know, this theory also emphasizes that people do not have ambitions and they shirk responsibilities. As employees, we must do the work efficiently, responsibly, and make our managers proud with us. This theory also assumes that people creativity. Each person has their own creativity. People nowadays lack of self-motivated and require to be externally controlled. So, they should be prepared if anything happen unlucky because of their lack-motivated. It emphasizes upon centralization of authority in decision-making process.

1.1 THEORY X ASSUMPTIONS

There are the Theory X Assumptions:

* Manager is responsible for organizing the elements of productive enterprises like money, material, equipment; people are in the interest of economic ends * People do not like work and try to avoid it.

*  Managers have to control, direct, coerce, and threaten employees to get them to work toward organizational goals. * People prefer to be directed, to avoid responsibility, and to want security; they have little ambition. * He lacks ambition, dislikes responsibility and prefers to be led. * He is inherently self-centered, in different to organizational needs * He is by nature resistant to change.

* He is gullible, not very bright.

2.0 THEORY Y

Theory Y states that some people see work as natural will be self-directing if they are committed to the objectives. The manager's role with these people is to help them achieve their potential. For example, when I am being a leader rather than a boss I am using the Theory Y approach.

Theory Y” management theory holds that the average employee does not dislike work, is self-directed, is creative and imaginative, accepts responsibility and is committed to achieving organizational needs and objectives.

Theory Y encourages managers to support and encourage employees in effort to higher achievement. Theory Y assumes that work is as natural as play or rest. It is just the reverse. Besides that, this theory also assumes to have little capacity for is widely distributed in the population creativity. Besides that, Theory Y, their people are creative, but theory x their people only assume as creative. Lastly, Theory Y emphasizes decentralization and greater participation.

2.1 THEORY Y ASSUMPTION

There are Theory Y assumptions:
* People seek both seek responsibility and accept responsibility under favorable conditions * People can be innovative in solving problems.
* People are bright, but under most organizational conditions their potentials are underutilized. * The work conditions are favorable and also an average human being does not inherently dislike work. * Here, man can exercise self-control and self-direction in the services of objectives to which he is committed. * Commitment to objectives is a result of the rewards associated with their achievement. People select goal for themselves if they see the possibilities of...
tracking img