Theory X and Y

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You have just been promoted to supervisor of a large department in your company. The previous supervisor was terminated because of low morale and performance of his department. You had been attending night school to earn your bachelor's degree in management and remember, from one of your courses, how important it is to listen to your employees. Before coming in and making wholesale changes, you have spent the first several weeks on the job meeting casually with each employee about his or her views on the company, the department, and his or her own work efforts. Although you receive a lot of varying feedback, one common thread of employee concern is the very autocratic approach that the former supervisor used when dealing with his…show more content…
The rewards encourage employees to work harder and smart which helps the bottom line for employers. Theory Y management is a good choice under the conditions that rewards are not given for every little achievement. That means no giving rewards for a job that is supposed to be done, but rewards for put in the extra work it good. A democratic decision to be made would be what action to take in a failing project. By allowing each team member to help with the decision making process, there may come a better idea for how to deal with a problem. Rewards can include early release of Friday’s and a casual Monday for group efforts. Rewards for individual personnel can be a pay raise or a paid vacation.
If a manager understands these two theories, they can use the positive attributes of each theory under certain circumstances. Every decision made does not need to be a group decision and making a sole decision when its needed is the right way to go. Under high stress situations, making a decision can bring the team members out of the stress and happier on the other side that the manager was there to make the decision. Also, a manager who helps employees in their career is the ones who bring up the morale of their employees. The manager should also understand these two theories to avoid the negative attributes, such as never assuming an employee

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