Motivation theories
Motivation Theories
Mc Gregor Theory X and Theory Y
Mc Gregor outlined two sets of theories and he labelled them theory X and theory Y. Theory X and Theory Y offer different perspectives on how to best motivate employees as a manager.
Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team: If you believe that team members dislike work, you will tend towards an authoritarian style of management (Theory X); On the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style (Theory Y). (www.mindtools.com 2014)
Theory X
Theory X is a strict management style which is focused more on classical management theory. This theory assumes that workers do not like to work so the managers control, direct, and threaten employees to get them to work towards organisational goals. It also assumes that they are lazy, only interested in money and that they are in need of close supervision all of the time. There is little delegation from X type managers.
Theory Y
A Theory Y manager is generally the opposite of a Theory X manager. Theory Y is a much more positive style of management and has an optimistic view of employees. Given the right conditions in the work place, most people will want to do well at work and will also take on more responsibility. They believe that the satisfaction of doing their job well is strong motivation. Many people take Theory Y as a positive set of beliefs about workers. (www.boundless.com 2014)
More recent studies have questioned the strength of McGregor’s X and Y Theories, but this model remains an effective basic principle from which to develop positive management style and techniques.
Maslow’s Hierarchy of Needs
‘What motivates people to work?’ need theorists would say that people are motived by needs.
Maslow’s hierarchy of needs is perhaps the most publicised theory of motivation. Abraham Maslow was a
Mc Gregor Theory X and Theory Y
Mc Gregor outlined two sets of theories and he labelled them theory X and theory Y. Theory X and Theory Y offer different perspectives on how to best motivate employees as a manager.
Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team: If you believe that team members dislike work, you will tend towards an authoritarian style of management (Theory X); On the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style (Theory Y). (www.mindtools.com 2014)
Theory X
Theory X is a strict management style which is focused more on classical management theory. This theory assumes that workers do not like to work so the managers control, direct, and threaten employees to get them to work towards organisational goals. It also assumes that they are lazy, only interested in money and that they are in need of close supervision all of the time. There is little delegation from X type managers.
Theory Y
A Theory Y manager is generally the opposite of a Theory X manager. Theory Y is a much more positive style of management and has an optimistic view of employees. Given the right conditions in the work place, most people will want to do well at work and will also take on more responsibility. They believe that the satisfaction of doing their job well is strong motivation. Many people take Theory Y as a positive set of beliefs about workers. (www.boundless.com 2014)
More recent studies have questioned the strength of McGregor’s X and Y Theories, but this model remains an effective basic principle from which to develop positive management style and techniques.
Maslow’s Hierarchy of Needs
‘What motivates people to work?’ need theorists would say that people are motived by needs.
Maslow’s hierarchy of needs is perhaps the most publicised theory of motivation. Abraham Maslow was a