Essay about Theory Z

Theory X and Y has been introduced by Douglas McGregor and the application of these theories can be clearly portrayed in this film. Lack of Motivation, No interest in the work, Absentees are some of the factors that defines Theory X. This theory can be seen in Keith Davenport 's leadership. He was so closely connected with the officers that he was not willing to take any action. Besides, he did not have faith in them which prevented him to motivate them. As, a

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

Compare and contrast two theories of leadership. Do these theories offer practical guidance for managers?

Leadership theories in and of themselves carry negative and positives characteristics. Within the various theories lie strengths and weaknesses that when applied to complex problems can highlight each one respectively. As I examine a few theories, I will look at the strengths and weaknesses of each and determine when and with which situation would these theories best be utilized. Collective leadership or distributive leadership, and leader-member exchange are both theories that incorporate specific team or group mentalities.

Whereas trait theory believed that leadership traits are something and individual is born with, behavioral theory is based on the concept that

Theory X, that adopts the authoritarian view that people normally abhor working and must be forced to work with punishment for failing to meet the objective. These people actually prefer to be directed and lack ambition.

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

All the theories speak about the same aspect of leader, that they can access the key follower and situational factors.

According to McGregors (Robbins & Judge, 2016, p107) Theory X & Theory Y, as a supervisor assuming aspects associated with the worker avoiding responsibility (Theory X), but on the opposite side, wanted to assume that the worker accepts responsibility (Theory Y). By getting everyone working together, creates less pressure on supervisors and “proposed motivating through participative decision-making, challenging work, and good group relations.”

This leadership style bases itself on McGregor’s Theory X, that regards team members to be careless and disliking work, assumes they attempt to avoid work as much as possible, and are in need of guidance from their leader.

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

The second leadership theory Jamie shows is Situational Approach, when Angel and Finger Man come late to class. Jamie has Finger Man to take the seat in the front of the class and Angel to stand in the back. Jamie asks Finger Man if he brought his tools to class. Finger Man tells Jamie that he uses his head. Jamie then tells him that this is his class and if he wants to be a part then he needs to be on time.

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.

Leadership theories are attempts to answer some of the question people have about leadership. These theories range from simple “armchair philosophies” about the personal characteristics and effect relationship between leaders and followers and situations.

Contingency Theories:- Stoelhorst and Peter (2013) said that this leadership theory mainly focus on particular variables which shows the relation with the environment. This will indicates about what kind of leadership will be the most effective? This theory simply states that no theory is universal perfect but the implement of theories depends on the variability, it also