Trinitas Regional Medical Center Reflective Report

Theory X & Y was officially expounded (and named) by Douglas McGregor, a social psychologist at MIT in the 1960s. His idea was that there are two fundamentally different styles of management. Theory X is an authoritarian concept where one assumes that individuals work reluctantly, without motivation. On the other hand, Theory Y is a libertarian concept where one assumes that people will perform beyond their duties if they are motivated and are dedicated to the overall goals set forth for them.

I work diligently to treat others with utmost respect regardless of whether I agree with their point of view. By taking the time to establish authentic relationships with individual staff members, I am better able to understand their unique perspectives, needs, and concerns. Additionally, because I tailor my leadership approach to fit individuals and situations I am able to ensure the best possible outcomes. As a participative leader I look to others for input before I make decisions that will impact the group as a whole and I strive to motivate and inspire others so that they can gain professional fulfillment through autonomous practice. Finally, I believe that when individuals feel empowered and valued they develop pride in their work and are more willing to make meaningful contributions toward team goals.

The goal of the internship was to complete a 150 hours and provide a weekly summary of activities. In order to get the internship I had to do a phone screening with Mary Doe. She is the administrative assistant to Commander John Doe. Who is the Assistant Associate Director of Facility Support and also the internship supervisor for the SIU Health Care Management students at FHCC. I meet with CDR John Doe for a brief interview. We went over my goals and what I hope to gain by interning at FHCC. I felt interning at FHCC would be a natural transition because CDR Wallis has a background in Healthcare Administration.

There are times where I feel the need to dominate and lead the way such as when working with my dad in his apartment management company. I observe him overruling his tenants and exerting his power to put people in their place and follow the complex rules and regulations, and have somehow manifested those qualities into myself, like in example, if I am at work and he is not there then I do find myself to be quite dominating and exerting my power to get tenants to do what there suppose to do or pay their rent. I also find myself being dominating to people I know are weaker than me or just shy and not outspoken about their feelings. The other style that I was tied with is the conventional scale which measures my tendency to act in a conforming way. These tendencies are characterized by perceiving rules as a source of comfort and security. There is also a preference for staying unseen and unnoticed and a tendency to cover up my mistakes. There is also preoccupation with appearing to be average and just like everyone else. Additionally there is a reduction in originality which is very true for my behavior. These characteristics are also a bit contrary to my power and authoritarian style but somehow I find myself being shy as well as authoritarian in certain situations. I would have to say however that the conventional characteristic is one that I might have to disagree with because

"Private Practice" is a TV show following the lives of a number of different doctors working at Oceanside Health and Wellness. Within this practice there is a Psychologist, Psychiatrist, Holistic Specialist, Pediatrician, and a number of other specialized doctors. In this essay I will be focusing on Violet, the Psychologist who puts her license and the whole practice at risk due to some unethical and unprofessional choices. This includes lack of confidentiality, unprofessional relationships with co-worker, personal issues that poorly effect her ability to treat, and writing a book telling the story of her life.

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

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

In a work place dominant styled individuals can make quick decisions (Zahid). In addition, if a person does not really know what to do or how to think, having an assertive style can be more productive (Zahid). Because of this, several people at work find me to have a lot of leadership qualities. I tend to take on more responsibility and become a natural leader rather than from being appointed. People in my professional and personal life see me as a good decision maker

In doing so, it helped me to establish clear communication,(clear guidelines) with my supervisor and thus reduce my stress and boost my productivity. Moreover, it helped me to understand the organizational structure and systems of power within the organization, give meaning and purpose to my duties and project my outcomes in a long term. In overall, it provided me tools to understand the work ethics and how to perform graciously within

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

Over the years in management at Harris Medical Associates, I have learned many specifics of my management style. While some factors of my “dominant” management style are equally valuable, acquired leadership concepts have given me opportunities to improve the quality of my management style to build more effective relationships with my employees. As my management style indicates dominance, it is best described as driven. I prefer to have variety and forward momentum. Because of this, I become restless if I am forced to slow down for too long. Nonetheless, when my team reaches its goals, I don’t always take the time to celebrate, instead, my attention tends to quickly shift to the next goal. In addition, as my management style would

Douglas McGregor developed two theories that help us understand the relationship between people the organization they work for, both based on assumptions a leader will have (Owens & Valesky, 2011, pp. 17-18). Theory X deals with four assumptions an organizational leader has: the average person doesn’t like work and wants to find ways to avoid it, because of that, they must be closely supervised and “directed, coerced, or threatened with punishment in order to put forth adequate effort,” the average worker will avoid responsibilities and seek direction from supervisors, and most workers have have little ambition and are most concerned with job security (p. 18). Theory Y has four different assumptions: if workers are satisfied with their work they will view work as natural and acceptable, since they are committed to the work they will take initiative, the average worker accepts responsibility and seeks responsibility, and the average worker values creativity and wants to be able to be creative at work (p. 18). McGregor is saying that theoretically an administrator will hold one view and will use that view to guide how they interact with employees.

2007). Kermally (2005, p.36) explain that McGregor believed ‘how managers manage people in practice depends on what assumptions they make about workers’. It means that which kind of leadership managers choose, according to how managers perceive workers’ attitudes toward their job. Managers believe their workers related to Theory X and Y normally use strict supervision approaches to reduce workers’ control on their job, in contrary, managers allow workers to be innovative and willing to authorise more responsibility to Theory Y workers (Waddell et al. 2007).

In this philosophy there was a large focus on rules and lack of discretion, thus meaning that the main focus of this philosophy is high control (DeNisi & Griffin, 2014) . This theory of Human resource management is thought to be best suited for X-type workers according to the McGregor X and Y Theory (Robbins & Judge, 2013). Human Resource Managers who would use this viewpoint intend on increasing Productivity by forcing workers to abide by the rules of a strict script because the workers are considered to be lazy and lacked motivation therefore they are need to pushed to perform tasks and have to be forcibly directed to doing tasks the do not like (French & Rees,