Decoding the Human Side of an Organisation

And here it was - the second class of Prof. Mandi! I was waiting eagerly for him to fathom us the new dimensions of management lessons. This time it all started with the type of managers we encounter at our organization. Sir classified the managers and the workers of an organization into two broad parts and represented them as: 

 On the basis of this, McGregor derive two Theories in management which represent two set of assumptions about human nature and human behaviour. On one hand, Theory X represents a negative view of human nature, it assumes that individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. On the other hand, Theory Y represents a positive view of the human nature and assumes individuals are responsible and are self motivated to do their jobs. Managers who exhibit behaviour in accordance with Theory X have a managerial style quite different than managers who exhibit behaviour in accordance with Theory Y.

McGregor’s Representation of Theory X and Y

McGregor's Assumption about People Based on Theory X

     w  Naturally indolent      

w  Lack ambition, dislike responsibility, and prefer to be led    

w  Inherently self-centered and indifferent to organizational needs

w  Naturally resistant to change 

w  Gullible, not bright, ready dupes

McGregor's Assumption about People Based on Theory Y

w  Experiences in organizations result in passive and resistant behaviors; they are not inherent

w  Motivation, development potential, capacity for assuming responsibility, readiness to direct behavior toward organizational goals are present in people      

w  Management’s task—arrange conditions and operational methods so people can achieve their own goals by directing efforts to organizational goals

My Analysis of Scenarios:  

      My Employees are lazy and I assume that they are lazy (Theory X)

I have encountered this situation in one of my departments at workplace where the BSc graduates were considered incompetent. The employees were also not motivated to work because of the mismatch between the nature of the job and their capabilities.

      My Employees are good and I assume that they are lazy (Theory X)

It is a dangerous situation, where employees are self-motivated but the manager thinks them to be incompetent. As a result, it might be possible that the employees get de-motivated.

My Employees are lazy and I assume that they are good (Theory Y)

This situation is a model situation where the employees are not motivated but the manager thinks that the employees are very competent. As a result, the manager is able to motivate the employees as he believes in them. The employees also start performing since the manager expects them to perform.

My Employees are good and I assume that they are good (Theory Y)

I have encountered this situation at my workplace where my manager believes in his team and employees are self-motivated to perform their job. This situation is perfect one where the employees are able perform to their potentials and their effort are equally appreciated.

This was all about the implications and details of theory X and Y.I leave with you a video explaining the above theories more vividly. Keep looking for the details of craftsmanship and modern management in my next post. Till then, Happy Reading!