The X and the Y Theories of Management - Research Paper Example

?The X and the Y Theories of Management Introduction Management styles can generally be defined as the manner in which managers or a leader in an organization or institution runs or leads, particularly in aspects pertaining to decision making. This involves policy designing by management to ensure that excellent governance and maximum productivity from employees. For one to be a successful in management, it important for one to be able to delegate duties, participate by offering guidance to employees who might require it, and be able to discern the mood of the employees at different times. The management approach applied also depends on the circumstances at hand. Some leaders consider the role 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 workers and expect them to follow the set guidelines. Other leaders are accommodating and therefore, give some level of independence to their employees, encourage teamwork, involve employee’s 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 major 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 controlling their activities, altering their behaviors to guarantee their actions, are in line with wants of the organization, as well 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, dislike 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 resist change, put their own needs above those of the organization, and value their security beyond all other things. Leaders using this theory in management frequently turn out to be autocratic (Stewart 2). The Y theory on the other hand, claims that people are not dormant and are always willing 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 contribute 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 loose 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 only 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 possibly 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 manager’s mentality that they are incompetent. In military and most of the police departments, the superiors give orders that all those under them have to carry out without questioning their credibility. In such jobs, the X theory is a good option especially when carrying out duties such as during wars where detrimental decisions have to be made in limited time (Barnett web). It is therefore, necessary that superior in such departments be experienced, fast logical thinkers and authoritative. Employees in lower ranks do not require higher abilities since they only follow orders from their superiors. Most people in jobs applying the X theory end up disliking the job and only work for reasons such as remuneration. For example, two brothers working for different militaries of two warring countries would have to shoot each other if their superiors ordered them to do so (Adizes 198; Barnett web). Jobs where professionals employ the Y theory include medicine especially surgeons who have to work as a team when conducting major surgeries. During surgical operations, it is important that the surgeons first prepare as a team during which they should discuss and agree on the best approach to take. However, during the actual operation there should be a surgeon overseeing the operation who should be experienced , guide the team and be in a position to make drastic decisions if need be. If during a crucial brain stem tumor operation, one of the surgeons realizes that the tumor has major blood supply such that it could lead to excessive bleeding. The overseeing surgeon will definitely consider such an opinion and together with the rest of the team, they could decide on the way forward. Another example of work where the Y theory is applied is in teaching profession whereby employees at different ranks are actively involved in designing of the curriculum. This is evidenced even at the school and college level where though following an established syllabus, teachers, tutors or even lecturers are free to decide on the teaching strategies to use. For example, the teaching mechanisms of a mathematics teacher cannot be the same as those of an English teacher. In addition, a college tutor cannot use same mechanisms as an elementary school teacher. In the above example, each of the teacher or tutor is free to choose applicable policy to use. Private companies such as those involved in marketing of products also follow the Y theory. These companies are always in competition with each other and thus innovativeness of their employee is critical for success. Employees work in teams and are encouraged to be creative. They are given motivating rewards from time to time, which stimulates them to be more productive. For example, two pharmaceutical industries selling same products will compete for customers. Each of the companies will therefore, ensure that the employees are motivated and allow flexibility to be able to make as many clients as possible. People on such jobs where Y theory is used are satisfied with their work and hence more productive. Both the leaders and other employees embrace each other and work towards the same agenda, success of the organization (Drach 980). Conclusion Identifying and using the appropriate management theory in running an organization is very vital. This will determine how happy, hardworking, and participative employees will be consequently the level of success of organization. Using the X theory in managing organizations could result into problems such as subordinates failing to concede and reveal problems or instability in their areas of work. This is because they expect to receive much critism or even lose their jobs reporting such malfunction also results in increased control from management making things harder, which most employees detest. Managers following X theory of management prefer hiring employees who cannot challenge them so that they can control them. They also rarely call for meetings involving subordinates since they view the role of running the institution as theirs. Any employee who questions the manager is viewed with suspicion or as being disloyal. Managers are mainly interested on the means used to achieve results other than on the results themselves. A lot of mistrust exists between the management and the employees. Managers always blame all failures, even those arising due to poor policies or lack of guidance on the employees. The Y theory of management results in more productive and contented employees. Managers following Y theory of management on the other hand consult their subordinates when making crucial decisions. They focus on the good or bad results from employees other than on the ways used to achieve them. This is because they allow some independence on their employees creating room for innovativeness. They believe that most of their employees are determined to flourish in their duties with motivation and, proper working conditions. These theories make assumptions, which may not be true and thus, managers should not overemphasize on them. A good example could be a manager who believes in the X theory claim that people require to be supervised. Such a manager will look for all reasons to control the employees. As much as any of the theory cannot be applied in all situations, use of the Y theory is favored since most claims supporting the X theory have been disapproved. Works Cited Adizes, Ichak. Management/ Mismanagement Styles. California: The Adizes Institute Publishing, 2004. Print. Barnett, Tim. Encyclopedia of Business: Theory X and Theory Y. 2nd ed. Reference for Bossiness, (2012) Web. 1 May 2012 Drach, Zahavy. “The Proficiency Trap: How to Balance Enriched Job Designs and the Team's Need for Support.” Journal of Organizational Behavior 25, no. 8 (2004). Print. Fisher, Kimball. Leading Self-Directed Work Teams: A Guide to Developing New Team Leadership Skills. 2nd Ed. New York: McGraw-Hill Professional, 2000. Print.  Stewart, Matthew. “Theories of X and Y Revisited.” Oxford Leadership Journal Volume 1. Issue 3 (2010):1-5. Print. Read More