Psychology - Mcgregor's Theory X/Y Essay

Ramifications of Theory and Personal Management Style:

As a manager, one of the most important skills is the ability to recognize differences in various employees. Certainly, in any vocational environment, some employees will fit the classic Theory X model, requiring definite objective standards for performance and constant supervisory attention. However, many individuals do not necessarily function in the manner described by Theory X, in which case, employing that principle and its underlying assumption may compromise the quality of their work as well as the intangibles that are conducive to a productive work environment over the long-term.

Specifically, Theory Y management practices (where appropriate) tend to correspond to much greater camaraderie and to the genuine best efforts of employees.

Conversely, Theory X is associated with decreased motivation and with the relative extinguishing of any sense of personal pride, joy, or genuine sense of responsibility at work and its replacement with a culture of merely doing as little as necessary to keep one's job and maximum associated benefits.

Therefore, the ideal incorporation of McGregor's Theory X and Theory Y principles would be to recognize that many employees have the capacity to be motivated by positive instead of negative consequences and that wherever possible, Theory Y management is preferable to Theory-Y management. Ultimately, my managerial approach will focus on Theory Y assumptions and practices and incorporate Theory X practices only when proven necessary with respect to particular employees of work groups.