Essay on Maslow vs. Mcgregor

957 Words Mar 27th, 2013 4 Pages
Backgrounds
Douglas McGregor was a management professor at the MIT Sloan School of Management. He introduced a new motivational theory in his book ‘The Human Side of Enterprise’, stating that all workers were divided into two groups: Theory X and Theory Y. Theory X workers were lazy, irrational and unreliable, and were only motivated by money and threatened by punishment. Theory Y workers were able to seek and accept responsibilities and fulfil any goals given.
The Human Side of Enterprise, written my McGregor in 1960, was voted the fourth most influential management book of the 20th century by the Fellows of the Academy of Management. The ideas and theories shown in the book have remained relevant and are taught in Universities across
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This involves using tight control and supervision. Workers are unable to take work into their own hands and take on new responsibilities and tasks. They require constant backing and assurance from managers to reach goals and find it difficult to come up with new ideas and ways of doing things. As a result of this, employees are unable to manage change and thus discourage organisational innovation. This type of employee is so pre-occupied with their basic needs (i.e. physiological and safety), that they have almost no motivation to reach goals and achieve success in their lives. Physiological needs include things that are vital to a person’s survival. Some examples are food, water, shelter, etc. Safety needs include holding a steady job and staying healthy. Persons that are classed by McGregor as Theory X employees spend their time satisfying these needs and make no effort to succeed further. Steady employment is all that is necessary.
The use of Theory Y techniques is becoming ever more popular in the modern business organisation. Managers are creating a work environment that promotes employee innovation and self-direction. These employees don’t require the use of threat and coercion to motivate them to work. They see opportunities to reach company objectives and they take them on their own accord. If we compare McGregor’s theory to Maslow’s, we see strong correlation between Theory Y employees and employees

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