Essay about Motivational theorists

Maslow identified that employees have the motivation to achieve certain needs. Once these needs have been achieved the employee will seek to fulfil the next set of needs.

ways to lead, and each style comes with its own pros and cons. Identifying which style of management is

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Theory X takes the position that the average human being is “lazy and self-centered, lacks ambition, dislikes changes and longs to be told what to do” (Stewart, 2010). It portrays the perspective that a worker avoids responsibility and has to be controlled every step of the work process. There is little to no delegation of

Despite its limitations, Maslow’s model leads us to recognize that human behavior is motivated by higher pursuits as well as satisfaction of basic needs.

Abraham Maslow was an American psychologist who introduced the concept of the motivational needs in his paper “A Theory of Human Motivation” written in 1943. He explains that humans have certain needs that need to be fulfilled and when

When managing people, McGregor’s model, indicated below, shows to styles of management. Theory X is directive, whereas Theory Y is enabling, and looks at employee engagement/ teamwork in order to achieve the

2. Employees will exercise self-direction and self-control if they are committed to objectives. External control and the threat of punishment are not the only means to make employees to work towards objectives.

Abraham Maslow, an American psychologist and at the forefront of the humanist movement in psychology, proposed a theory concerning basic human motivations that are based upon a hierarchy of needs. (Boeree 1998, 2006) Often described or pictured as a pyramid, basic physiological drives like thirst, hunger and sleep, as well as the need for safety, shelter and some feeling of security are the motivational needs that occupy the bottom tiers of the pyramid.. They provide the foundation for higher levels of needs to become present and available that the individual is aroused or driven to attain. Once those physiological and safety needs are met then the individual looks to love and be loved, to belong

Theory Y, adopts the participative management style, which operates on the idea that people are inherently motivated to work if they find the job fulfilling

Theory Y was created by McGregor because he believed that its assumptions would lead to a more effective style of management. McGregor stated that peoples work effort was as

This approach recognizes the importance of the individual as well as the organization in order to reach the desired goal. Maslow’s hierarchy of needs is simply stating that people are motivated by an unfulfilled need and people will work extra hard to fill a need that has not been met. McGregor’s X and Y theory of human motivation is that the average person dislike work and will avoid it whenever possible therefore an organization need a leader that can use authority when necessary, but on the other hand make the job satisfying so the workers will be committed to the organization .Blake and Mouton’s managerial grid represents the production and performance goal as well as the concern for human feelings .An employer must have concern for the people as well as the job (Peak 2007)

On the other hand, here comes to the theory Y. On the contrary, it based on positive assumptions, and also more positive view of workers and the possibilities that create. For instance, they assumed that employees are ambitious, self-motivated and anxious to accept greater responsibility. Employees exercise self-control, self-direction, autonomy and empowerment, also exercise creativity and become forward looking. So, once the managers are adopted this theory, they believes that people want to do well at work, have a pool of unused creativity and that the satisfaction of doing a job

According to Kreitner and Kinicki (2013) McGregor contrasted two views on human nature by insisting that Theory Y assumes that people are more positive at work, and believed managers could accomplish more by viewing employees as such (p.9). The other outdated theory, is Theory X, which is a more negative and pessimistic assumption about workers.

Theory X describes a results-driven manager who issues deadlines and ultimatums, is elitist, does not build teams, is a one-way communicator and a poor listener, and a whole host of other negative traits. This is the "authoritarian" style, and while MacGregor's (Chapman, n.d.) treatment of this manager is overwhelmingly negative, these types of people often become managers because they deliver results. Theory Y managers, by contrast, as known as "participative" and are characterized by a host of positive adjectives.