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Category: Theory X & Theory Y

  • Motivation – Theory X & Theory Y

    In the last byte, we looked at the hierarchy of needs theory by Maslow. In today’s byte, we take a dig at understanding Theory X and Theory Y.

    An implication of the need theory of motivation for organizations is important when one is to manage people at work. A simple reorganization by Douglas McGregor was to look at the physiological and safety needs as the “lower order” needs while the remaining three would form the “upper order” needs. We have shown this in the earlier diagram.

    He proposed 2 alternative sets of assumptions about people at work based on the need motivators. Following table summarizes the assumptions. [This has been taken from the book “The Human Side of Enterprise” by Douglas M McGregor]


     
    McGregor believed that Theory X assumptions are appropriate for employees motivated by lower order needs. Theory Y assumptions, in contrast, are appropriate for employees motivated by higher order needs.

  • Motivation – Maslow’s Theory, Theory X and Theory Y

    In the last blog, we attempted to understand the role of incentives in motivating people. In today’s blog, we look at Maslow’s Theory of Hierarchy of Need. 
    Maslow’s theory of human motivation mentions a hierarchy of five need categories as shown in the picture below. The five categories were labeled 0 physiological needs, safety and security needs, love (social) needs, esteem needs, and the need for self-actualization.

    The theory has a distinct feature – that of progression. It is the lowest level of ungratified needs in the hierarchy that motivate behavior. As one level of need is met, a person progresses to the next higher level of need as a source of motivation. Hence, people progress up the hierarchy as they successively gratify each level of need.

    In the next blog, we look at understanding the theory x and theory y. We could map the Maslow’s hierarchy theory on to the theory x and theory y pictorially as follows: