In regard to Theory Y, he can wisely choose from variety of options Scheinp. If productivity is the same between groups, lower wages must be explained somehow. Psychology About Imogen Cutting I currently work as a business psychologist and am a company director.
The needs do not necessarily need to be met in a fixed order. Content theories Need Theories The work of Maslow is the obvious place to start when looking at content theories.
In terms of applying this to practice, managers need to ensure that their employees feel they are able to do the job, that employees understand that if they do their job well, they will receive the expected outcomes, whether this be material or verbal rewards; and finally, that the rewards are attractive to the employee.
It becomes gradually more important for managers to hold the set of assumptions about human behaviour that McGregor has proposed in his Theory If an individual holds Theory X assumptions then he will not be logical and responsive to data, therefore, will have limited choice of managerial style.
In summary, the concept that people are driven by needs, seems to still be valid in terms of motivation at work, although only in specific areas.
These two drawbacks can account for ineffective arrangement. Institutionalist focus on real evidence counters the Neoclassical theory where institution effects went ignored New School n.
These are unwritten expectations and the satisfaction of needs arising from the relationship between the employee and the organisation. McGregor state that autonomous environment can be acquired by opportunities for self-actualization.
OCBs include the following: Having worked for 15 years in many types of organization, Scheinp. Theory X states that people cannot be trusted. On the face of it, this theory has high face validity. Furthermore, workers do not require detailed supervision and they are self-motivated. Assumptions about people need to be taken into account when studying motivation theories.
Equity Theory So far, the theories have not really taken into account the environment in which the employees work. Managers who assign to Theory X are expected to practice authoritarian style Lewis, Goodman and Fandtp. Are small breaches considered to be important or merely dismissed?
Types of motivation theory Two types of theories exist in regard to motivation: The greater the distress an individual feels, the harder they work to find a balance. Folger and Konovsky make the distinction between distributive justice and procedural justice.
For example, companies such as General Mills, Ansul Chemicals, and General Electric have been experimenting with performance appraisal approaches Ott, Parkes and Simpsonp.
The Society for Organizational Learning Journal. According Lorshe and Morse cited in David and Robertp. They have morals and work hard. This can be done in a variety of ways such as providing clear job descriptions, exercising caution when making promises, trusting employees, maintaining high self-esteem and communicating with employees.
Future research could further assess the importance of contextual issues. The next need, safety, becomes most important to a person at that time. Nonetheless, Head has argued that incentives involving self-actualization are barely effective.
In addition to this, psychological contracts and their breach, play an important factor. Content theories fail to explain the actual process of motivation. This communication can include involving them in decisions, being transparent about the current situation and explaining decisions Robinson and Morrison Perhaps this is an area for further research.
Evidence surrounds us today in the form of monopolistic energy provision, embedded in every price on every shelf including wages, for example. Further, it relates to the organisational justice theory: All the approaches have their limitations so by using them together will helps to create a better overall understanding of the situation.
Therefore, this theory is not applicable in most contemporary Chinese organizations. Market discrimination enters the realm of individual aversion to classes of workers by the employer or other workers, usually over ethnicity, religion or gender, but any reason can provide empirical evidence if wage differentials persist.
We guarantee your paper will be written by an appropriately qualified and experienced writer. Leading on from this, some rewards or incentives may satisfy more than one need.Free Essay: Critically evaluate McGregor’s Theory X and Theory Y.
How far is it applicable to management and employee motivation in contemporary Chinese. Theory X and Theory Y are management and motivation theories that describe two contrasting models of workforce motivation in organizational behavior, human resource management, organizational development and organizational communication.
Free essay on McGregor’s Theory Y available totally free at fresh-air-purifiers.com, the largest free essay community. Theories of motivation: a critical evaluation of what they offer to practice. McGregor (), Argyris () and Schein () have identified three ‘common sense’ approaches: Theory X, Theory Y and Social Theory.
Theory X states that people cannot be trusted. They need to be controlled. Theory Y suggests that people seek independence. The aim of the essay is critically discuss the value and relevance of McGregor’s idea for managers in 21st century. Douglas McGregor’s Theory X and Theory Y Essay - Douglas McGregor’s Theory X and Theory Y Biography of Douglas McGregor Douglas McGregor was born on.
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