All language subtitles for 19 - Comparison of McGregors Theory X & Y English

A clear comparison of Theory X and Theory Y is best done in the following five categories motivation,

management, style and control, work, organization rewards and appraisals and applications.

So let's examine each of these categories individually.

Motivation theory X assumes that people dislike work, they want to avoid it and don't want to take

responsibility, theory y assumes that people are self-motivated and thrive on responsibility.

Management style and control in a theory X organization, management is authoritarian and centralized

control is retained, while in theory why the management style is participative.

Management involves employees in decision making but retains power to implement decisions.

Work organization theory.

Ex employees tend to have specialized and often repetitive work.

In theory, why the work tends to be organized around wider areas of skill or knowledge, and employees

are encouraged to develop their expertise and make suggestions and improvements.

Rewards and appraisals theory X organizations work on a carrot and stick basis, and performance appraisal

is part of the overall mechanism of control and remuneration.

In other words, compensation.

In theory, y organizations appraisal is also regular and important, but is usually a separate mechanism

from organizational controls.

Theory y.

Organizations also give employees frequent opportunities for promotion application.

Although the theory X management style is widely accepted as inferior to others, it has its place in

large scale production operation and unskilled production line work.

Think of those automotive production lines that you see at Ford or GM.

There is no room for error or creativity when you're on an assembly line.

Many of the principles of Y theory are widely adopted by the type of organization that values and encourages

participation theory.

Y style management is suited to knowledge, work and professional services.

Professional service organizations naturally evolve theory y type practices by the nature of their work.

Even some highly structured knowledge work such as call center operations, can benefit from its principles

to encourage knowledge sharing and continuous improvement.