McGregor’s Theory X and Theory Y Introduction Human beings have been studied systematically and objectively for many years to determine if they are resistant to work or self-governing. In addition, managers who tend to utilize McGregor’s Theory X generally receive poor results from their employees. This report essay will address McGregor’s Theory X and Theory Y in contrasts to include how these theories benefit the criminal justice system. The sections that will be discussed are: Theory X, Theory Y, Behavioral Management Theories and conclusion. McGregor’s Theory X According to McGregor’s Theory X, it can best be described as employees who have issues with taking responsibility to go to work with the desire to work and who are resistant and who require pressure in order to perform their job duties and complete production. Theory X is considered to be negative as labeled by McGregor. (Robbins, 2013) McGregor’s Theory Y According to McGregor’s Theory Y, it can be best described as employees who have a willingness and desire to take responsibility to work, and are committed to accomplishing their goals pressure free of performing their job duties in order to complete their work production. Theory Y is considered to be positive as labeled by McGregor. (Robbins, 2013) Behavioral Management Theories Abraham Maslow wrote the Maslow’s hierarchy of needs theory. This theory was based on fulfilling five basic needs: physiological, safety, social, esteem and self-actualization. Maslow believed that these needs could create internal pressures that could influence the behavior of a person. (Robbins, p.204) It essential that managers are aware of their employees physical needs while in the work place to include ensuring t... ... middle of paper ... ...he task on their own and seem to enjoy doing what they do this will show a positive and place them in the Y theory. Works Cited Robbins, S.P., and Judge, T.A. 2013. Organizational Behavior (15th ed.) Upper Saddle River, NJ: Prentice Hall. Rogers, Elaine. Management Styles – Theory X and Theory Y: (2012) Retrieved from: tweakyourbiz.com/management/2012 Theory X and Theory Y: Understanding Team Member Motivation: Retrieved from: www.mindtools.com/pages/article/human-motivation-theory Weibell, C.J. (2011). Principles of learning: 7 principles to guide student-centered, Personalized learning in the technology-enhanced, blended learning environment. Retrieved: November 29, 2013 from:http://principlesoflearning.wordpress.com.
Their problem solving skills, intellectual potentials, and any other skill that can be utilized should be utilized to help build a better Whole
Abraham Maslow, a neo-freudian psychologist, created the hierarchy of needs in order to communicate what needs need to be achieved. Those needs are organized in a tier like diagram. The needs according to Maslow are: Biological and physiological needs, safety needs, love and belongingness needs, esteem needs, and finally self-actualization.Ed meets his personal needs up to self-actualization but tends to look at other for what he should be
Most leaders believed that employees in their organization disliked work and would avoid it if they could. Daniel McGregor in his 1960 groundbreaking book The Human Side of Enterprise argued that “Those running companies were operating from a faulty assumption about human behavior” (Pink, 2009, p. 74). Managers believe employees must be coerced, controlled, directed, and threaten with punishment to acquire them to put forth an effort to achieve set objectives. McGregor’s X-Y theory suggest that there are two ways to manage people.
Harry W. More, G. F. (2012). Organizational Behavior and Management in Law Enforcement 3e. Upper Saddle River, NJ: Prentice Hall.
Maslow believed that there was a hierarchy of five innate needs that influence people’s behaviors (Schultz & Schultz, 2013, p.246-247). In a pyramid fashion, at the base are physiological needs, followed by safety needs, then belonginess and love needs, succeeded by esteem needs, and finally the need for self-actualization. Maslow claimed that lower order needs must be at least partially satisfied before higher level needs are addressed. Furthermore, behavior is dominated by solely one need
When the Theory Y is focused the organization can do wonders to the employee motivational energy by,
Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled, a person seeks to fulfil the next one, and so on. The earliest and most widespread version of Maslow's (1943, 1954) hierarchy of needs includes five motivational needs, often depicted as hierarchical levels within a pyramid.
Employees perform productive behaviors by engaging in behavior that contributes positively to organizational goals and objectives (Britt & Jex, 2008, para 2). Organizations intend for employees to adapt to behaviors that will positively increase the functioning of the agency. This is done through proper training and efficient skills to complete significant roles. Positive long-term effects result from productive employee behaviors. Employees who contribute to the organization help ease financial burdens and strengthen job performances. The goal for most organizations is to have numerous employees perform duties that require little or no excess supervision. New employees train to self-sustain in an organization through strong leadership and staff recognition. The act of being productive relates with performance and a person’s effectiveness on-the-job. Workers achieving a great deal in a short amount of time are known as efficient workers. ...
If the organisation understands and uses these factors in its analysis, people will constantly achieve their targets, project energy and enthusiasm at work. They will have the ability to overcome obstacles and problems to progress. They would accept additional responsibilities and organisational change. Conversely, if the company fails to take these factors into account, then it would have reluctant and demotivated employees who cannot progress...
Conte, J., Landy, F. (2010). Work in the 21 Century: An introduction to industrial and organizational psychology (3rd ed). USA: Wiley and Blackwell Publishings
The theory of Maslow’s hierarchy was created in order to understand what is the motivation for others, and was defined by Abrahm Maslow as stated from the “Understanding Canadian Business” textbook (327). However, motivation is created because of needs, as people become motivated to accomplish their needs as stated from the “Understanding Canadian Business” textbook (327). Although needs, as defined in the “Understanding Canadian Business” textbook, is separated into five different categories; physiological, safety, social, esteem and self-actualization (327). Furthermore, physiological are needs which allow a person to survive, like having water; safety needs is where workers need to feel secure at their workplace and at their home; social
Maslow’s Need Hierarchy Theory of motivation is based on facts that human beings are motivated by needs that have not been satisfied and also by the fact that certain lower needs ought to be satisfied before higher needs can be looked upon. Maslow arranged needs in a pyramid with lower needs at the bottom while higher needs at the top of the pyramid. At the bottom are the physiological needs which include basic needs such as food, water, shelter, air and sleep. When people have satisfied these lower needs, they will be in a position to move to the next level, safety and security needs which entails keeping safe from any kind of harm involves proper shelter, safe environments, safe working places and also job security (Maslow, 1943). After meeting
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
Maslow’s contributions are many and diverse; perhaps his most famous is the hierarchy of needs. Beyond the details of air, water, food, and sex, he laid out five broader layers: the physiological needs, the needs for safety and security, the needs for love and belonging, the needs for esteem, and the need to actualize the self, in that order.
Employees put in their efforts on the perception that their efforts will lead to performance and that effective performance will result in obtaining positive