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Application Of Theory X And Y Pdf

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Effective school principals should understand and properly apply Theory X/Y leadership

The purpose of this research paper is to study the application of well-known theory X and theory Y in the banking sector of Bangladesh based on the perception of management toward the employees. Analyzing the perception of the management seems rational as banking job appears highly paid, high target oriented, stressful job now where employee satisfaction is significantly related with how management handle them from their perception toward the employees.

Primary data has been collected from managers selected randomly through quota sampling who are serving inseveral branches of different banks surrounding all over the country 8 divisions and secondary data has been collected from some banking reviews and literature reviews. The results of the analysis revels strong evidence statistically significant that management of banks holds the assumptions of theory Y regarding their employees such as employees inherently like to work, can exercise self- control, can exercise self- direction, do not avoid responsibility, have ingenuity and creativity in problem solving, are not narrowly distributed in the population, have unlimited potential and employees are committed to objectives against rewards associated with achievement.

The research paper recommends instigating research institutions in banks besides training institutions for encouraging innovation and financial engineering. The study will provide insights to the policy makers and bankers to manage their human resources providing opportunities for development of the employees.

It is the first attempt to study these popular management theories in terms of banking industry in Bangladesh. User Username. Remember me. By Author. By Title. Total views : Abstract The purpose of this research paper is to study the application of well-known theory X and theory Y in the banking sector of Bangladesh based on the perception of management toward the employees.

Managerial Belief Systems: Douglas McGregor’s Theory X vs Theory Y

The purpose of this research paper is to study the application of well-known theory X and theory Y in the banking sector of Bangladesh based on the perception of management toward the employees. Analyzing the perception of the management seems rational as banking job appears highly paid, high target oriented, stressful job now where employee satisfaction is significantly related with how management handle them from their perception toward the employees. Primary data has been collected from managers selected randomly through quota sampling who are serving inseveral branches of different banks surrounding all over the country 8 divisions and secondary data has been collected from some banking reviews and literature reviews. The results of the analysis revels strong evidence statistically significant that management of banks holds the assumptions of theory Y regarding their employees such as employees inherently like to work, can exercise self- control, can exercise self- direction, do not avoid responsibility, have ingenuity and creativity in problem solving, are not narrowly distributed in the population, have unlimited potential and employees are committed to objectives against rewards associated with achievement. The research paper recommends instigating research institutions in banks besides training institutions for encouraging innovation and financial engineering. The study will provide insights to the policy makers and bankers to manage their human resources providing opportunities for development of the employees. It is the first attempt to study these popular management theories in terms of banking industry in Bangladesh.

Although influential value of this theory in organization history might be approved, there are two primary issues, invalidity and superficial recognition, which criticisms revolve around. In contrast to the principles of conventional management mentioned as Theory X, the advocated Theory Y illuminated a cluster of new or redefined concepts such as self-fulfilling prophecy and responsibility. Based on these compiled conceptions, this theory takes higher-order needs into consideration, which innovatively introduces a profound work value that management should not only involve controlling and monitoring. Moreover, the inclination to responsibility of employees contributes to participative atmospheres in working environment. Therefore, this theory, revealing an initial pattern of management strategy, dramatically influences the applied field of organization development. McGregor has pointed out that theory X management assumes that people generally are not responsible for work in contrast to theory Y assuming that people are invariably self-controlled. However, the theory X assumption is exaggeratedly negative while the theory Y assumption is overly optimistic.


PDF | On Nov 1, , Mohammad Saiful Islam and others published Application of Mcgregor's Theory X and Theory Y: Perception of.


Theory X and Theory Y

The paper identifies major management approaches cited by McGregor as being examples of his Theory Y management principles. The paper traces the historical development of each of these approaches and their application today. This paper reviews McGregor's original article, then traces the historical development and application of McGregor's major concepts through the identification and review of relevant historical and contemporary literature.

During the past 30 years, managers have been bombarded with two competing approaches to the problems of human administration and organization. The first, usually called the classical school of organization, emphasizes the need for well-established lines of authority, clearly defined jobs, and authority equal to responsibility. The second, often called the participative approach, focuses on […]. The second, often called the participative approach, focuses on the desirability of involving organization members in decision making so that they will be more highly motivated. The classical organizational approach that McGregor associated with Theory X does work well in some situations, although, as McGregor himself pointed out, there are also some situations where it does not work effectively.

McGregor's Theroy X and Theory Y in Management

These theories are based on the premise that management has to assemble all the factors of production, including human beings, to get the work done.

APPLICATION OF THEORY X AND Y IN CLASSROOM MANAGEMENT

In his book, The Human Side of Enterprise , McGregor proposed two theories by which managers perceive and address employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management. Essentially, Theory X assumes that the primary source of employee motivation is monetary, with security as a strong second. Under Theory X, one can take a hard or soft approach to getting results.

Theory X and Theory Y are theories of human work motivation and management. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management , organizational behavior , organizational communication and organizational development. Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. McGregor also believed that self-actualization was the highest level of reward for employees. Theory X is based on assumptions regarding the typical worker.

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Marcelle B. 02.06.2021 at 23:53

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