Comparing Mcgregor's X And Y Theory

Throughout the management industry there are several key aspects which influence the success of a business or organisation, but perhaps the most important factor is the work ethic and quality of workers. There are several theories regarding behavioural management which reflect the “study of how managers should personally behave to motivate employees and encourage them to perform at high levels and be committed to achieving organisational goals” (Jones, George, Barrett and Honig, 2016, p. 40). Two of the most consistent theories existing within this field are McGregor’s ‘X and Y’ theories. Both theories have their own strengths and weaknesses which are explored in depth within this essay. This analysis provides us the understanding that neither

In theory, both approaches have strengths and weaknesses. Theory X can benefit an organisation as work will be completed more efficiently and effectively as the managers will be micro-managing workers and supervising them to perform specific actions. As work will be completed following a managers instructions there is little room for error, thus saving time and resources. However, due to the robotic nature of the process of commands there is a higher rate of poor job satisfaction which decreases productivity. This theory requires workers to be receptive as they need input in order to produce output, thus preventing new and innovative ideas from team-members. Theory X also requires a massive amount of a manager’s time which could be more efficiently focused elsewhere within an organisation. Theory Y, on the other hand allows new ideas to flow easier because of the relaxed environment. Workers are encouraged to think for themselves and formulate their own possible approaches to benefiting the organisation which ultimately creates new opportunities for the company to increase its overall success. This approach creates a positive work environment in which employees feel as though they are valued, which in turn results in greater work satisfaction and thus, productivity. While Theory X can prove to be extremely useful in very specific, detail-intensive situations, many are applying the Theory Y concept of management in modern organisations; such as Hewllet Packard (Waddell, Jones and George, 2007, p. 56) and SOL cleaning service, and it has proved to be a success. They consider everyone equal and value each employee’s contribution as well as encouraging new and innovative ideas at all levels of