This theory provides an insight for managers to evaluate their employees based on their characteristics in order to assign their employees to take part in different positions in an organizational
McGregor claimed that there are two contrasting sets of assumption about human nature:
Theory X management style is based on a negative view of human nature and assumes the following:
- Dislike work
- Avoid taking any responsible to work if possible
- Must be controlled, directed and forced with coercive rewards
- Lack of ambitious, foster dependents, passive
- Work for money
- Managers cannot trust on them and closely control their job behaviors
Theory Y management style is based on a positive view of human nature and assumes the following:
- Love to work
- Not only accepting the responsibilities, they also look for opportunities
- Self-directed, self-controlled and will try the best to achieve organizational goals
- Self-motivated as they believe that achieving organizational goals will make them get more incentive
- Work as live as play
- Managers trust them as they claim that workers are more willing to put on efforts and develop their skills on the job.
Limitations:
1) It takes times to analysis each of employees' characteristics
- How many workers within an organization? How much time will be taken?
- What are the guidelines or measurement to analysis or judge on them?
By managers' favorite? Productivity? Commitment?
For example, a person who is
love to work = commitment = dislike work overtime or weekend
For example, a person who is
love to work = commitment = dislike work overtime or weekend
- What would happen if managers group then in the wrong categories?
love to work VS dislike work
2) It is only useful while it is applied in theoretical. It does not take practical into account.
- The relationship between managers and subordinates
people (Theory X) are willing to commit more if they are close with you
people (Theory Y) are unwilling to work more as they know that their manager would not appreciate their hardship
3) Treated unfair to individuals
- Theory X: ready made excuse for failure. Their excuses are because of they want to cover their mistake.
- Theory Y: no easy excuses for failure. They will self-motivate to go for highest level of achievement. If the person did the mistake because of his careless, people will believe in his excuse and forgive about his mistake.
4) A person's working attitude is depends on the level of maturity and duration he or she works within an organization
- Jack is a Theory Y. He loves to work as he believes that accomplish goals will get reward from management. As times passes, he does not satisfy with the reward he got, he starts become lazy and will not accept any responsibility given by management.
2. What are the important limitations of Maslow's Hierarchy of Needs?
Assumptions:
- It is theory of motivation based on universal human needs
- Each human has their individual of needs, which consist of physiological, safety, social, esteem and self-actualization needs.
- Human act to satisfy their unmet needs and will go for next level of needs once a needs is satisfied
Take career as an examples:
Physiological needs: People choose to work as the needs for food, shelter and clothing
Safety needs: They find job near their house as they feel familiar and secure with the surrounding
Social needs: They enjoy the working environment and happy to stay here because they are close with their colleagues and receiving care from friendships
Esteem needs: They work hard and achieve organization goals as they want to get promote and respected by others
Self-actualization needs: They leave the organization as other organization is offering better opportunities than current organization
Limitations:
1) Maslow urged that a higher level of needs will not be activated until a lower level of needs was met
- People are only allowed to go for next step while they achieve the first step
- Farmers have more than enough foods not because of physiological needs
- Managers reach to esteem needs but they are not close with subordinates (social needs)
- Students with wealthy financial background work as part-timer, not because the need for foods (psychological needs), they work the job as their beloved or friends are working there (social needs)
2) Each of employees different in education background and cultural may causes employees have different needs within an organizational
- Difficult to share the same goals among all of them
- Cleaner (psychological needs) VS Managers (esteem needs/self-actualization needs)
- Within a team, some workers see work as part of their live and they are willing to work over time, but some are not.
3) Standpoints of individuals are different
- Maslow hierarchy of needs claimed that the base of the hierarchy is fundamental physiological needs, and then followed by safety, social, esteem and self-actualization needs.
- Not everyone follow the same as mentioned
- Mothers are more concern of safety needs more than physiological needs as mothers will find the job near their house because they may go back to look for their baby during lunch time.
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