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McGregor’s Theory X and Theory Y in Practice

Douglas McGregor, a social scientist came up with two different views of human nature regarding motivation of employees. The first one is theory X, which holds negative assumptions of human nature. It explains that man is inherently lazy and needs to be compelled. He is also self-centered and lacks ambition. Therefore, to have the employees achieve the desired results they have to be controlled, directed and punished. The second one is theory Y, which assumes that employees naturally enjoy work as play. It explains that when committed employees are given room for self-control then the organizational goals are easily achieved. Therefore managers who believe in this theory cultivate good relationships with their employees so that they would work together to achieve organization goals (Bagad, 2008).
My preferred Management Style and My Manager’s Management style
My preferred management style is aligned to theory Y, as I have total score of 63 from the questionnaire survey. I prefer to work under minimal supervision and to be able to consult with my boss when need arises. I also prefer to have a manger who is concerned with his employees’ well-being as much as he is concerned with the performance of the company. Likewise, my boss also uses strong theory Y style of management, as he scored 60 on the questionnaire survey. My manager prefers a hands-off management style, as he does not constantly watch over his employees activities. He consults with us before setting targets and rewards us if the targets are met. If they are not, he always comes to us to find out why they were not and works with us to implement necessary changes (Chapman, 2002).
Effects of the management styles
            Being that both my manager and I have the same management style (Theory Y), there is a strong positive relationship between us. The freedom provided by the manager has led to invention of new ways of performing tasks, which are efficient and more effective. The opportunity to consult with the manager when going through problems has helped employees to solve their external issues amicably without affecting the other workers (Sullivan & Cardinal Stritch University, 2009). It has also helped in the understanding of one another such that the boss is able to assign us duties in our areas of strength. Offering of incentives has motivated me as an employee to increase my efforts. As a result, the company has been able to achieve its targets. Constant up dates from the management has enabled us to plan our schedules and resources effectively such that wastage is minimized. Lastly, there is improved understanding, between the manager and me as each of us knows the others expectations and is able to act inline with those expectations (Mukherjee, 2009).
There are two distinct views on motivation of employees at work. Each manger’s perception of the behavior of employees will determine the environment that he will offer at the work place. If the manager’s management style and the employees preferred style are the same, there will be a cordial relationship between the two. This is because, each of the parties knows the others expectations and will be able to achieve them. However, if the management styles differ, there are chances that the two will not understand each other as their expectations towards each other are so varied. Therefore, it is important that the manger understands the preferred style of his employees; hence, he will be able to lead them well.

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