Xy Theory

Douglas McGregor Proposed in his 1960 book “The Human Side of Enterprise” the XY Theory. Even though, recent studies have questioned the rigidity of the model; it is basic principle from which to develop positive management style and techniques. XY Theory is a tool to organizational development, and to improving organizational culture. It contains two fundamental approaches to managing people: The managers that relate to theory x get poor results, and managers that use theory y, get better performance and results, where they allow people to grow and develop. It is a battle between low expectations and. high expectations. Theory X reflects the authoritarian management style, which believes that people dislike work and will avoid it. I also states that people must be forced with the threat of punishment to work towards organizational objectives. It prefers to be directed; to avoid responsibility; are relatively un ambitious, and want security above all else. On the other hand, theory Y participative management style, believes that people effort in work is as natural as work and play. They will apply self-control and self-direction in the pursuit of organizational objectives, without external control or the threat of punishment. Peoples commitment to objectives is a function of rewards associated with their achievement. This style usually accept and often seek responsibility; and they have the capacity to use a high degree of imagination, ingenuity and creativity in solving organizational problems is widely, not narrowly, distributed in the population. Theory Y, states that people in industry the intellectual potential of the average person is only partly utilized. Allan Chapman created a reflective tool, not a scientifically validated instrument; it's a learning aid and broad indicator directly based on Mc Gregor’s XY Theory. This questionnaire score statements as: 5 = always, 4 = mostly, 3 = often, 2 = occasionally, 1 = rarely, or 0 = never. Based on the answer to the questions the score will define on the first questioner if your bosses management style is X or Y. The range of scores are: 60-75 = strong Y-theory management (effective short and long term), 45-59 = generally Y-theory management, 16-44 = generally X-theory management, 0 -15 = strongly X-theory management (autocratic, may be effective short-term, poor longterm) On the second section of the questioner people can identify which stile they like to be manage X or Y. What is your bosses management style X or Y? – – – – – – –

1. My boss asks me politely to do things, gives me reasons why, and invites my suggestions. 2. I am encouraged to learn skills outside of my immediate area of responsibility. 3. I am left to work without interference from my boss, but help is available if I want it. 4. I am given credit and praise when I do good work or put in extra effort. 5. People leaving the company are given an 'exit interview' to hear their views on the organization. 6. I am incentive to work hard and well. 7. If I want extra responsibility my boss will find a way to give it to me.

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8. If I want extra training my boss will help me find how to get it or will arrange it. 9. I call my boss and my boss's boss by their first names. 10. My boss is available for me to discuss my concerns or worries or suggestions. 11. I know what the company's aims and targets are. 12. I am told how the company is performing on a regular basis. 13. I am given an opportunity to solve problems connected with my work. 14. My boss tells me what is happening in the organization. 15. I have regular meetings with my boss to discuss how I can improve and develop.

– Total score 60-75 = strong Y-theory management (effective short and long term) 45-59 = generally Y-theory management 16-44 = generally X-theory management 0 -15 = strongly X-theory management (autocratic, may be effective short-term, poor long-term) results-driven and deadline-driven, to the exclusion of everything else intolerant issues deadlines and ultimatums distant and detached aloof and arrogant elitist short temper shouts issues instructions, directions, edicts issues threats to make people follow instructions demands, never asks does not participate does not team-build unconcerned about staff welfare, or morale proud, sometimes to the point of self-destruction one-way communicator poor listener fundamentally insecure and possibly neurotic anti-social vengeful and recriminatory does not thank or praise withholds rewards, and suppresses pay and remunerations levels scrutinizes expenditure to the point of false economy seeks culprits for failures or shortfalls seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence does not invite or welcome suggestions takes criticism badly and likely to retaliate if from below or peer group

• poor at proper delegating - but believes they delegate well • thinks giving orders is delegating • holds on to responsibility but shifts accountability to subordinates • relatively unconcerned with investing in anything to gain future improvements • unhappy How do you prefer to be managed X or Y style? – 1. I like to be involved and consulted by my boss about how I can best do my job. – 2. I want to learn skills outside of my immediate area of responsibility. – 3. I like to work without interference from my boss, but be able to ask for help if I need it. – 4. I work best and most productively without pressure from my boss or the threat of losing my job. – 5. When I leave the company I would like an ‘exit interview’ to give my views on the organization. – 6. I like to be incentive and praised for working hard and well. – 7. I want to increase my responsibility. – 8. I want to be trained to do new things. – 9. I prefer to be friendly with my boss and the management. – 10. I want to be able to discuss my concerns, worries or suggestions with my boss or another manager. – 11. I like to know what the company's aims and targets are. – 12. I like to be told how the company is performing on a regular basis. – 13. I like to be given opportunities to solve problems connected with my work. – 14. I like to be told by my boss what is happening in the organization. – 15. I like to have regular meetings with my boss to discuss how I can improve and develop. • Total score • 60-75 = strongly prefers Y-theory management • 45-59 = generally prefers Y-theory management • 16-44 = generally prefers X-theory management • 0 -15 = strongly prefers X-theory management Conclusion Most people prefer Y management style and they are generally uncomfortable in X management style situations; they are unlikely to be productive, especially long-term, and are likely to seek alternative situations. Some of the was of managing X managers upwards are: • Avoiding confrontation • Delivering results are the key tactics. • Focus and get agreement on the results and deadlines By consistently deliver, leeway will increase on tasks, which equals to more freedom. Be aware also, many X theory managers are created by the demands of the organization and their own upper management. The key is to keep in mind that X theory managers have their own problems, so try not to give them any more.

References: Businessballs.com Obtained on June 4, 2008 from website http://www.businessballs.com/mcgregor.htm Wikipedia Obtained on June 4, 2008 from website http://en.wikipedia.org/wiki/Image:McgregorXY-languages.gif