Tuesday, June 18, 2019

The X and the Y Theories of Management Research Paper

The X and the Y Theories of Management - Research Paper ExampleSome leaders consider the part of decision making as solely theirs and engage no one else even when the issue at hand requires them to do so. such managers allow no flexibility on the imparters and expect them to follow the set guidelines. Other leaders are accommodating and therefore, give some level of independence to their employees, encourage teamwork, bear on employees opinions in decision-making and often delegate duties. The X and Y theories are based on assumptions that human personality and behaviors differ and play a study role in determining the appropriate management styles to be applied. This paper focuses on the different management theories applied in managing different job types. The X theory by McGregor posits that management should intervene on the performance of its employees. This is by holdling their activities, altering their behaviors to guarantee their actions, are in line with wants of the o rganization, as tumesce as inspiring them to ensure they direct all their effort towards progression of the organization (Fisher 12-17). The theory explain this by claiming that most human beings, hate responsibilities, hate work, have no ambition, and thus require to be directed and sometimes threatened to work effectively. Another argument to support this theory is that people propel change, put their own needs above those of the organization, and value their security beyond all other things. Leaders using this theory in management much turn out to be autocratic (Stewart 2). The Y theory on the other hand, claims that people are not dormant and are always uncoerced to direct their efforts towards the success of the organizations. However, the management is insensitive to their need of appropriate working environment. This would enable them grow individually and be in a position to ease up to organizational growth. The theory further argues that most employees prefer rewards to satisfy their self-esteem by encouraging them to be inventive, and imaginative other than work related rewards. Such rewards make the employee to feel secure and more committed to their work. Neither the X nor the Y theory is good or bad because they apply to different types of jobs and work settings. However when applied in wrong job settings, conflicts could arise in the management. Usage of theory Y by some managers can cause them loosen up control and being incapable of making final decisions as required. Theory Y could result in the manager being too judgmental on the doings of employees (Stewart 3). The X theory is applicable in a number of job types especially in the public service where organization structures obligate altogether those in higher administrative ranks to make and oversee implementation of policies. Revenue collection authorities are a good example of managements that follow the X theory. They fear that not only the citizens but also their employees may po ssibly cheat on them. They assume that employees are untrustworthy and thus try to monitor, supervise, and, control their operations. The employees end up wasting plenty of time writing reports to validate their decisions (Barnett web). They therefore, underperform, which emphasizes the managers mentality that they are incompetent. In military and most of the patrol departments, the superiors give orders that all those under them have to carry out without questioning their

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