This was the second lecture by prof.
Mandi in which he taught us the concept of Theory X and Theory Y. Every time it's not necessary that X and Y are used to understand either mathematical concepts or biological concepts, they could be used in management principles also.These two theories X and Y are related to the Managers and their behaviour,
observation and perception towards the employees of the organization.
Theory X comprises the information
about the managers who think that workers dislike the work and avoid
if they can. Pushing them to do the work with the threat to achieve
the goals of an organization. Management believe that workers need to
be supervised.
Theory Y comprises the information
about the managers who think that workers enjoy the work naturally.
They think workers are self-motivated, ambitious, deterministic and
self controlled.
Management believe that workers know
their responsibility towards the organization and will work well
under the right conditions.
These two theories are like two
opposite sides of a single coin – Both are related to the
management only but differ in meaning.
Let's elucidate it further and have a
look:
1). Theory X Manager assume LAZY
workers as LAZY and make them work.
In this case as workers dislike their
work and management push them to let the work done. Without goal
clarity and lack of proper strategy which leads dissatisfaction
amongst workers and borne havoc between management and workers.
Workers are coerced by the management to accomplish the objective.
That's the story in most of the organizations.
2). Theory X Manager assume NOT LAZY
workers as NOT LAZY and make them work.
In this case workers like their work,
enjoy it and self-motivated to accomplish the goal effectively under
the given deadline but manager still don't have confidence on workers
and keep an eagle eye to monitor each and every activity of the
workers. Manager supervise them according to his/her perception not
by the observation which in turn vitiate the environment all around
the workers and affect their emotions also. This will create lack of
trust and pacify the self-motivation. This type of behaviour itself is
unethical. It causes an exodus of ingenious,stellar and deft workers
from the organization. This type of management lead perdition to the
organization.
I would like to share my experience
with this type of management as an example:
In my company, during that tenure of
working I was supervised by the two different managers.
The first manager is the best and only
example that I could correlate with this theory X. I have always done
the assigned work prior to the deadlines but it did not make any
difference to her. She did not even appreciate my work once. She
always kept a note of my In time without bothering Out time. There
was no sovereignty to apply my own ideas while working. This kind of
management actually kill the prowess of being self-motivated and
self-controlled. There is no trust between the management and workers
which is imperative in an organization management.
3). Theory Y Manager assume LAZY
workers as LAZY and make them work.
In
this case,
workers
are lazy and Manager think workers
are good. Even though
workers dislike the work but manager motivate
them, build trust on
each other and try every
possible alternative which satisfy
the workers. Manager provide
incentives,appreciation and reward them for the work being done. The
management which follow theory Y gives more satisfaction to the
workers in the organization in contrast to theory X.
This attitude of management
shape the organization and expedite its growth.
4).
Theory Y Manager
assume NOT LAZY workers as NOT LAZY and make them work.
In
this case, workers like the work and enjoy it. Manager understand
that workers are dedicated to the work and do everything as expected
without continuous supervision. The
propensity of workers towards the work make the relationship with
management stronger period by period. As
workers know their responsibility, they do not provide any space for
ramification of errors which
affect the organization growth.
This is the ideal case of management which should
be adopted by management in all the organization.
Again
I would like to share my experience as an example:
My
second manager was the one who belong to theory Y. “To be a good
manager one has to be a good human being first.” I really enjoyed
working with him.
I, as
a manager will definitely follow theory Y because it will bring out
the best of all because this theory Y helps in
maintaining a structured
organization.
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