The X and the Y Theories of Management Research Paper

The X and the Y Theories of Management - inquiry Paper ExampleSome leaders consider the role of decision making as altogether theirs and engage no one else even when the issue at hand pick outs them to do so. Such managers let in no flexibility on the workers and expect them to follow the set guidelines. Other leaders are cooperative and therefore, give some level of independence to their employees, encourage teamwork, involve employees opinions in decision-making and often portion duties. The X and Y theories are based on assumptions that human personality and behaviors differ and play a major role in determining the appropriate management styles to be applied. This paper focuses on the different management theories applied in managing different job types. The X surmisal by McGregor posits that management should inject on the performance of its employees. This is by controlling their activities, altering their behaviors to guarantee their actions, are in line with wants of the organization, as well as inspiring them to ensure they direct all their effort towards progression of the organization (Fisher 12-17). The surmise explain this by claiming that just about human beings, hate responsibilities, dislike work, attain no ambition, and thus require to be directed and sometimes threatened to work effectively. An other(a) argument to support this theory is that wad resist change, put their own needs above those of the organization, and value their security beyond all other things. Leaders using this theory in management frequently turn out to be arbitrary (Stewart 2). The Y theory on the other hand, claims that people are not dormant and are perpetually willing to direct their efforts towards the success of the organizations. However, the management is insensitive to their need of appropriate working environment. This would enable them bring out individually and be in a position to contri providede to organizational growth. The theory further argu es that most employees prefer rewards to satisfy their self-esteem by encouraging them to be inventive, and imaginative other than work cogitate rewards. Such rewards make the employee to feel secure and more committed to their work. Neither the X nor the Y theory is good or bad be caseful they apply to different types of jobs and work settings. However when applied in pervert job settings, conflicts could arise in the management. Usage of theory Y by some managers can cause them loose control and being incapable of making final decisions as required. Theory Y could dissolvent in the manager being too judgmental on the doings of employees (Stewart 3). The X theory is applicable in a number of job types especially in the public service where organization structures concur only those in higher administrative ranks to make and oversee implementation of policies. Revenue collection regime are a good example of managements that follow the X theory. They fear that not only the citize ns but also their employees may possibly cheat on them. They assume that employees are untrustworthy and thus approximate to monitor, supervise, and, control their operations. The employees end up wasting plenty of time writing reports to validate their decisions (Barnett web). They therefore, underperform, which emphasizes the managers mentality that they are incompetent. In military and most of the police departments, the superiors give orders that all those under them have to carry out without questioning their