First Management Theory Learnt - Theory X and Theory Y

Another go at Blogging!!

Second Class with Professor Mandi... This time he brought some wooden cubes with him and distributed those in the class. A student was asked to come out and build a tower with those wooden cubes. He built 16 cubes tower. Commendable!!!

Then Professor Mandi propounded the Theory of X & Y. Theory X & Y was an idea devised by Douglas McGregor in his 1960 book " The Human Side of Enterprise ".
Theory X is assumed to be authoritarian style where the individuals are considered that they dislike work, are shy and require constant coercion to perform. Management's role is to direct and control these employees.
Theory Y on the other hand is participative style of management which assumes that people will exercise self-direction and self-control in the achievement of organisational objectives to the degree they are committed. It is management's main task to maximize that commitment.

There are four possible conditions for working of workers and managers.

Condition 1 - Theory X assume LAZY workers as LAZY and make them work.
In this condition Manager will drive to bring out the worker from the comfort zone and make them work hard. Workers may revolt but to a lesser extent and it will not benefit the organization very much.
Condition 2 - Theory X assume NOT LAZY workers as LAZY and make them work.
This condition may result in losing of good employees. Managers fail to identify the true potential of the employee. Performing employees do not like to be told often by Boss. This will be really detrimental to the organization's growth. 

Condition 3 - Theory Y assume LAZY workers as NOT LAZY and make them work.

This is the worst condition. All the work will be delayed. Both will together bring downfall to the organization.

Condition 4 - Theory Y assume NOT LAZY workers as NOT LAZY and make them work.

This is the best condition and a Win-Win situation for the organization. Both will together work for the progress of the organization and take the organization to new heights.

In my Experience in the organization where I worked, there was a hard working employee but his Boss used to often give bad feedback about his work and used to overload him with work. He was given too many crucial value engineering projects. When he resigned all of a sudden it was a big loss to the company as he was working on a crucial project and it was very difficult to replace his skill set so fast. Project was delayed by an enormous extent and provided to be a big loss to the organization.

Looking forward to the next session.... Till then Happy Learning and Happy Blogging!!!