THE VARIABLES CALLED X & Y: DOUGLAS McGREGOR’s THEORY

This blog primarily deals with the behavioural aspects of organizations. In any organization, the chemistry between a manager and his employee is the backbone to achieve the objectives. Prof Mandi had given some basic inputs regarding the theory in the class and asked us to analyse the theory in the class.

Introduction –

In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the nature of individuals is based on various assumptions.

Assumptions of Theory X

• An average employee intrinsically does not like work and tries to escape it whenever possible.
• Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals. A close supervision is required on part of managers. The managers adopt a more dictatorial style.
• Many employees rank job security on top, and they have little or no aspiration/ ambition.
• Employees generally dislike responsibilities.
• Employees resist change.
• An average employee needs formal direction.

Assumptions of Theory Y

• Employees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs.
• Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives.
• If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to organization.
• An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility.
• The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.

                        

                     

SO WHERE WOULD YOU LIKE TO WORK: IMPLICATIONS OF THE THEORY

There are four possibilities that organizations face in terms of the relationship between an employee and his manager.

1)      Theory X Manager and Lazy employee – In this situation the employee, being too lazy, will not be able to live up to the expectations of the manager. He might be subdued by the manager which will make him frustrated  and in turn might sour the relationship with the manager. There will be negative vibes all around and this is the worst combination that an organization can have of a manager and his subordinate. This type of organization is quite prone to failing in its objectives.

2)      Theory X Manager and Hardworking Employee – The employee will try his best in all his assignments but still the manager might not be satisfied. Here the best option for the employee would be to win the heart of his manager by working smartly and hardly, thereby beating the expectations of his manager. The manager will acknowledge the employee’s potential and both would then complement each other.

3)      Theory Y Manager and Lazy Employee – Here the biggest challenge will be for the manager as he will have to deal with not so hard working colleagues. The employee will be a tough nut to crack as he will try to postpone all his work. The manager will have to show patience and work extra hard to extract the best out of his employee. And if he is able to do this, he is sure to rise very high in his organization.

4)      Theory Y Manager and hard Working – This is the best combination of a manager and an employee that an organization can have as in this case both the entities would be working hard and in tandem with each other to achieve the overall organizational objectives. This is a success formula for most of the successful organizations.

As we can see from the above discussion, both the employee and the manager have a responsibility to accommodate each other which reflects on the behavioural aspects of the organisation.

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Apart from the discussion on technical topics, I would also like to share some practical management lessons over this blog that I receive during Prof Mandi's class, which will be covered under the topic 'My Management Lesson Of The Day From Prof Mandi'.

My Management Lesson Of The Day From Prof Mandi – “Management mei wohi chalta hai jiski zubaan chalti hai” (those who can speak well can run faster than others in their management careers). So don’t be shy or hesitant and express yourselves. This will improve your overall personality.