- Mcgregor's Theory X and Theory Y is based on Maslow's Hierarchy of Needs, in that he grouped the hierarchy into lower-order needs (Theory X) and higher-order needs (Theory Y).
- These two opposing perceptions theorized how people (managers) view human behavior (employees) at work and organizational life.
As for Theory X;
ReplyDeleteDisliking things is not inherit. Disliking work is purely a cultural idea not necessarily basic human trait at all.
The need for any kind of control is a result from a controlled upbringing. This includes rewards, punishments, coercion and, unfortunately, threats.
Needs for security is very specific for each person. (Need for security of belongings, ideas, protection from sarcasm, ridicule, further control as a whole, et cetera)
As for theory Y;
This theory is a little more correct but a division of play and rest is clearly identified even in people who love or is obsessed with their job.
Learning to accept and seeking responsibility isn't necessary an aim for this type of person, but is more of a continued desire to accomplish more to serve the desires they have for the job. Separated responsibility with the idea to be empowered to do more will be more effective when offering promotions et cetera.
As in creativity; any kind of control or feeling of control rather than perfect freedom to express their desires (hopefully the employee actually does their job out of love for it) will be met with less and less creativity. But even if an employee did not love the job to a point that they would do it for free, as long as freedom of thought and creativity is present, there will be thought and creativity.
Openness across and from top to bottom of business ladders will create cooperation rather than the traditional competitiveness found in measuring importance amongst employees and amongst higher paid jobs. Each on the ladder must express their justification for pay grade through results of their work.