Organizational Behaviour Essay

Explain Y supposition of Mc Gegor. resoluteness Douglas McGregor proposed two Home theories by which to view employee motivation. He avoided descriptive labels and About simply called the theories surmisal X and possible action Y. two of these theories begin with Privacy the premise that c bes role is to establish the factors of production, Reprints including concourse, for the economic benefit of the firm. Beyond this point, the two Terms of Use theories of management diverge. possibility Y The higher- train essentialfully of esteem and self-actualization atomic number 18 continuing needs in that they argon never completely satisfied.As such, it is these higher-level needs by which employees can best be motivated. Theory Y makes the following global assumptions Work can be as natural as stage and rest. People allow be self-directed to meet their produce objectives if they be committed to them. People will be committed to their objectives if rewards be in place t hat address higher needs such as self-fulfillment. under(a) these conditions, people will seek responsibility. Most people can clutch responsibility because creativity and ingenuity are common in the population. chthonic these assumptions, there is an opportunity to align face-to-face goals with organizational goals by exploitation the employees own quest for fulfillment as the motivator. McGregor stressed that Theory Y management does non imply a soft approach. McGregor accepted that some people may not have reached the level of maturity assumed by Theory Y and therefore may need tighter subordinations that can be relaxed as the employee bring forths. Theory Y Management Implications If Theory Y holds, the firm can do many things to harness the motivational energy of its employees.Decentralization and Delegation If firms decentralize control and reduce the shape of levels of management, each manager will have more foot soldiers and consequently will be forced to delega te some responsibility and decision do to them. 2. Job Enlargement Broadening the scope of an employees job adds concoction and opportunities to satisfy ego needs. 3. Participative Management Consulting employees in the decision making solve taps their creative capacity and provides them with some control over their work surround.Performance Appraisals Having the employee set objectives and participate in the process of evaluating how well they were met. 5. If right implemented, such an environment would result in a high level of motivation as employees work to satisfy their higher level personal needs through their jobs. 2. Explain Chris Argyriss immaturity maturity theory. Answer Chris Argyris developed the Theory of Immaturity-Maturity. Individuals progress at different rates from the core immaturity of early childhood (being unresisting, dependent, shallow, limited activity) to maturity (active, independent, deeper thoughts, more vary interests).Most organizations hav e bureaucratic or pyramidal values that promote immaturity in workers and in many cases, when people join the workforce, they are kept from maturing by the management practices utilized in their organizations (Hersey 65). Argyriss Immaturity-Maturity Theory is the most intriguing of these motivational theories. Unfortunately, most organizations still adopt the bureaucratic or pyramidal style of leadership. This authoritarian style often resembles a family with a dominating parent (management) exercising almost total control over the children (employees).It is no wonder in these environments that trust and creativity are rare. There are exceptions however. The leadership of the authors employer, the YWCA of Nashville, values employees and treats them with respect. As a result, YWCA staff members are more independent and have get on to grow. It is easy to apply this theory to many circumstances outside the workplace. Families in which parents are either over- protective or, on the o ther extreme, do not protect their children at all may have offspring who are immature and have trouble forming long-term relationships.Governments with strong central authority where people have little personal set downdom usually have citizens who are dependent financially and psychologically. Schools where rigid rules are more important than the free flow of ideas will probably graduate students with narrow views and a leave out of creativity. It is obvious that human beings flourish only when they are in an environment with trust, support and independence. The fact that bureaucratic/ pyramidal values still control most organizations, according to Argyris, has produced many of our current organizational problems.While at Yale, he examined industrial organizations to determine what effect management practices have had on individual behaviour and personal growth within the work environment. disposition changes According to Argyris, seven changes should take place in the person ality of individuals if they are to develop into mature people over the years. First, individuals move from a passive evidence as infants to a state of increasing activity as adults.Second, individuals develop from a state of dependency upon others as infants to a state of relative independence as adults. Third, individuals behave in only a few ways as infants, but as adults they are equal of behaving in many ways. Fourth, individuals have erratic, casual, and shallow interests as infants but develop deeper and stronger interests as adults. Fifth, the time perspective of children is very short, involving only the present, but as they mature, their time perspective increases to include the past and the future. Sixth, individuals as infants are subordinate to everyone, but they move to equal or superior positions with others as adults. Seventh, as children, individuals lack an awareness of a self, but as adults they are not only aware of, but they are able to control self.