Mcgregor's Theory Y At Whole Foods

Trader Joe’s has great workforce management practices and its employees enjoy what they do. They have cheerful attitudes and are more than willing to assist customers with anything in the store. Trader Joe’s employees are engaged in conversation with the customers that shop in the store and make the customers aware of any new or exciting products from them to try. The positive behavior of these employees is due to the compensation and benefits each employee receives, which is far more competitive than other grocery food stores. Trader Joe’s has also created an environment where employees feel valued and know their opinions matter to the growth of the

McGregor first published his ideas in his book, The Human Side of Enterprise. One of the experiences he had that influenced his thoughts was from work that he did at his grandfather’s establishment for temporary workers in Detroit. Because he was a close acquaintance of Abraham Maslow, who developed “Maslow’s Hierarchy of Needs,” McGregor wished to counter the scientific approach on management (“Douglas McGregor,” 2008) and named Theories X & Y.

Whole Food’s belief is treat an employee well and watch your profits soar. Whole Food’s belief

McGregor's third section of Theory Y best demonstrates Whole Foods role in management. Section three covers how people generally become committed to organizational objectives if they are rewarded for doing so (Kinicki & Kreitner, 2013, pg. 9). I believe Mackey's beliefs towards organizational behavior and management is more realistic and fair for both leaders and employees. Whole Foods uses the Theory Y strategy throughout their nationwide chain and obviously success is evident with the continued growth of the organization. One may wonder how large organizations operate in the confines of Theory Y? Meeker accounted in his article entitled "Theory Y: Another Look" states that even in the absence of leadership and his/ her sanctions because it's desgined to reach the employee's attitude as well as their behavior (Meeker, 1982, pg. 508). With strong leaders and accountable employees Theory Y

The workers believed that the firing of Arthur T. Demoulas would lead to the destruction of Market Basket. The belief that Arthur T. Demoulas’s firing would be the end of Market Basket was due to his replacements, James Gooch and Felicia Thornton. Gooch and Felicia Thornton were hired simply to ‘because they were experts at taking apart companies’. (QUOTE???) If Market Basket went down, employees would not only lose their jobs but they would be losing a great job that had benefits like scholarships and stock shares. Many of Market Basket’s employees that had been working there a long time had made it their careers and didn’t have experience elsewhere. Without outside experience, and a general reluctance or refusal to work for other grocery chains, those employees were filled with fear and anxiety because Market

He believes that in a conscious business, you can have an expanding pie and potentially everyone can get larger pieces. Basically, the idea is to create value for everyone. This concept seems to be the comprehensive culture of the organization and is infused within everything they do. The employees are referred to as team members to incorporate their inclusion in this philosophy. On a daily basis, they are empowered and encouraged to take opportunities to practice servant leadership towards satisfying their customers. For long term benefits, the also are offered opportunities to develop job specific skills to grow within the organization. Furthermore, team members are encouraged to participate in community outreach efforts as well. The culture of Whole Foods Market is positively affecting the team members in the organization through training, example, and involvement to become servant leaders as

Mackey clearly took notes on McGregor’s theories on how and why people are the way they are at work. He took more to the Theory Y side: the moral and loyal view of people at work. Mackey feels that he and the company are viewed and based on the more heroic side of things, meaning that he aims to not only provide to the world his services and products but to also leave some type of impact. Mackey states that it is more important to value your conscious business versus maximizing on your profits and the shareholder values. Mackey also calls on the theory of

Which of the 4 perspectives of organizational effectiveness do you think that Whole Foods reflects in how it operates?

Whole Foods consistently uses human capital as a competitive advantage in multiple aspects of the company business model. Whole Foods built the foundation of their business model around quality, empowered employees. These employees are the key to the unique experience which defines the company and the source of their primary competitive advantage in the marketplace. This competitive advantage is framed around the concepts of human capital value, human capital rareness, and human capital imitability (Hitt, Miller & Colella, 2015). Whole Foods human capital value is represented by knowledgeable, capable employees empowered to champion the overall strategy of the company and make decisions at the lowest level to ensure a great product and customer experience (Hitt, Miller & Colella, 2015). Human capital rareness is demonstrated by the emphasis placed on sourcing, interviewing, and hiring practices. This ensures Whole Foods hires the unique employee that will champion the quality of their product line as well as the front-line face of the company to customers. Regarding human capital imitability, Whole Foods overall human capital focus and packaging makes a formidable task for competitors to replicate. From the overall compensation package, degree of employee input and interaction, benefits structure, bonus program, and overall company environment, Whole Foods ensures that sourcing and retention of employees provides a definite advantage (Hitt, Miller & Colella, 2015).

Hollywood film writers understand the impact organizational behavior has in corporations across America. By creating comical movies such as Horrible Bosses it is evident the issue is far more prevalent than just limiting the problem to one organization. The movie Horrible Bosses focuses on three main characters who dislike their boss and the organization. These individuals formulate a strategy to remove their boss. The movie is quite comical however, it brings out real life emotions and frustrations when an organization has dissatisfied employees and horrible bosses. Whole Foods has several factors that are appealing in seeking employment with this organization; however, the two main ones are innovation

Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical management methods. Classical management theorists, such as Fredrick Taylor, focused on scientific training and efficiency and did not account for personal and behavioral issues, such as management styles or job satisfaction. McGregor saw these deficiencies in the classical school of management which lead him to develop a theory of management that would factor the importance of the individual worker. If a manager could tap into the feelings and attitudes of their workers, then the manager would be able increase their employee’s motivation which would then increase production. McGregor’s theory viewed the employee as a person and not as a machine

Given the statements from John Mackey, it is his vision to create a positive working environment and Theory Y plays somewhat of a role at Whole Foods. Although Whole Foods wants to

Another vastly used concept in management theory and practice i.e. the positive psychology pursues organisational virtues and social responsibility. Positive psychology is applied in contemporary management to facilitate social relation between a leader and his subordinates to develop a sense of security and create positive emotional states of the individuals. With smaller sized team and more freedom in work,Google Inc. keeps the employees working towards a set purpose besides instilling high levels of self- motivation and work empowerment within them. Google Inc. focuses on noble tasks and convince their employees of their significance in bringing changes and peace to the world by organising the world’s information and making life better for individuals and the society(Cook 2012).Hence,it can be observed that through positive psychology,high employee satisfaction and achievement can be gained through self-motivation,self-improvement and self-inspiration by incorporating passion in their work and align them with the organization’s own’s values.This in turns improves the company’s productivity and innovation ability which will then elevate the corporation’s social and economic status.

10. McGregor’s Theory X and Theory Y • Taught psychology at MIT. • At Antioch College, McGregor found that his classroom teaching of human relations did not always work in practice. • From these experiences, his ideas evolve and lead him to recognize the influence of assumptions we make about people and our managerial style. Content Theories of Motivation McGregor‟s Theory X and Theory Y – Theory X • Assumes that workers have little ambition, dislike work, avoid responsibility, and require close supervision. – Theory Y • Assumes that workers can exercise self- direction, desire responsibility, and like to work. – Motivation is maximized by participative decision making, interesting jobs, and good group relations.

McGregor 's revolutionary assumption, Theory Y contends that individuals are self-motivated and self-directed while his other assumption, Theory X insists that employees must be commanded and controlled. Every day managers that utilize McGregor’s assumptions have the choice to either believe Theory X and control their