Monday 19 March 2012

McGregor's Theory X Theory Y & Maslow's Hierarchy of Needs



1)What are the important limitations of McGregor's Theory X Theory Y?


Theory X: sees individuals as oriented to material rewards and thus are prone to "free ride" on the efforts of other; thus to ensure that individuals are fairly rewarded, measurements of behaviours must be carefully implemented, this includes sanctioning unproductive behaviours on top of rewarding the favorable.
* needs motivation and needs reward ( money driven)


Theory Y: believes that most individually want to do a good job and that the main obstacle in their way is designing reward system to avoid misalignments that rewards behaviour that are not (perverse incentive or "hoping for A while paying B")
* prefer challenging work ( focus on job satisfaction)


Limitations


Theory X and Y are limited in that they are absolutes. As McGregor defines them, they are "the two ways" of viewing all workers. Perhaps in the 1950's when McGregor conducted his research, Theory X was the prevailing method of management and his idealistic (or humanistic) approach to management seemed reasonable to apply in contrast.

However, seldom do we see that one person has exclusively Theory X or Theory Y belief systems. In many cases, managers find certain people (and certain roles) are more apt to be motivated in certain ways, and through trial and error, perhaps deduce that some "would be 'Theory X'" employees actually have the drive, motivation, and intelligence to be treated differently, and even thrive under those conditions.

* Cannot straight away determine everyone is either X or Y

* Some individuals might have a mix of theory X and Y

* More than two ways to view on working people in the management.







2) What are the important limitations Maslow's Hierarchy of Needs?

Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, all of which focus on describing the stages of growth in humans. Maslow use the terms Physiological, Safety, Belongingness and Love, Esteem, and Self-Actualization needs to describe the pattern that human motivations generally move through.













Implications of Maslow’s Hierarchy of Needs Theory for Managers


1) As far as the physiological needs are concerned, the managers should give employees appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be given to employees.

2) As far as the safety needs are concerned, the managers should provide the employees job security, safe and hygienic work environment, and retirement benefits so as to retain them.


3) As far as social needs are concerned, the management should encourage teamwork and organize social events.


4) As far as esteem needs are concerned, the managers can appreciate and reward employees on accomplishing and exceeding their targets. The management can give the deserved employee higher job rank / position in the organization.


5) As far as self-actualization needs are concerned, the managers can give the employees challenging jobs in which the employees’ skills and competencies are fully utilized. Moreover, growth opportunities can be given to them so that they can reach the peak.

The managers must identify the need level at which the employee is existing and then those needs can be utilized as push for motivation.

Limitations of Maslow’s Theory

1) It is essential to note that not all employees are governed by same set of needs. Different individuals may be driven by different needs at same point of time. It is always the most powerful unsatisfied need that motivates an individual.

2)The theory is not empirically supported.
3)The theory is not applicable in case of starving artist as even if the artist’s basic needs are not satisfied, he will still strive for recognition and achievement.

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