Summary Of Two Theories Of Motivation

In the recent past, weird motivation practices witnessed in some organizations where work space has been converted to play space. Many organizations allow their employees to play around in the office, ride scooters in the workspace and even hold improper room dance, all to motivate employees. Such companies regard themselves as trendy, but some see it as madness. Although our perception about these motivational methods may be different, a quick review of some motivational theories will evaluate whether they fit in with the standard textbook theories of motivation.
Nevertheless, Douglas McGregor introduces two theories, Theory X and Theory Y, centered on two different views of human beings. Theory X, which bases its arguments on a traditional

Employees realize more satisfaction upon achieving the set goals, apart from being free from coercing and punishment, most employees, strive to meet their set objectives and those of the organization to achieve more satisfaction. Unlike Theory X, Theory Y views achievement as part of fun and pleasure instead of dislike towards work.
Again, the theory assumes that people have the capability to make innovative and creative decisions and decision-making should not be a role of management alone. Many organizations embracing this technique allow employees to make decisions based on what is best for the organization by the objectives set. Management engages with employees when making decisions making workers comfortable and free to associate with the decisions made.
Although Theory Y is a traditional theory, offbeat incentives, massages, pet insurance, and many more motivational techniques offered by organizations may seem like madness and weird, but they appear to relate very well with McGregor's Theory Y. Consequently, it would be right to assume that the extremes seen in organizations are just real applications of theory

The satisfaction associated brings confidence, power, and prestige. Being ‘trendy' also brings along uniqueness and recognition which serves as a good way to serve the Ego need.
Self-fulfillment is the highest need in Maslow's hierarchy of requirements. One tries to do whatever he is able and capable of to bring out something hidden in him. I feel that this need is fulfilled by the addressed techniques since a single worker has the freedom to make some decision allowing the employee to be innovative and creative if creativity and innovation of the particular employee succeed then he will be recognized for it and appraised for the good work.
Advantages of unusual motivational techniques.
1. Managers need not worry if all employees are focused and are happy to meet the organization's objectives due to natural motivation that comes with unusual motivational techniques.
2. Management can make organizational decisions with employees need at hand ensuring that no one feels left out.
3. An organization realizes more innovation and invention at the workplace as a result of such freedom.
4. Good employee relationship is maintained creating a conducive work space.
5. Workers welfare is at its best since all staff benefit in a special way which other companies