Comparing Mcgregor's X And Y Theory

Management theories are an intrinsic part of today`s business World, because every game has its rules and if you are not aware of how to avoid the obstinacy of workers or how to install the balance in the organization, you will not survive in this sophisticated system. According to F. Herzberg the wrong way of managing people makes them unhappy and miserable at work, unmotivated, what leads to the decrease of the work efficiency and productivity. If you ask your employee about the reasons of that dissatisfaction, you will hear about such things as low salary, annoying bosses and absence of right work conditions. (Herzberg, January 2003). That is the common reason why employees leave their jobs. Poor management and lack of understanding from the employers` side plays a negative role in this game. The reason of failure of a number of managers systems is now easily observed from the results of implementation of modern management theories that improve business 's productivity. Nowadays, a lot of different theories exist, but this essay will focus on two primary: McGregor`s X and Y theories and Herzberg’s theory

It`s the method of directing behaviour by satisfying people`s demand. It emphasizes that worker is the most important asset in the company, stuff is self-directed to achieve organizational goals, the team members are self-disciplined, prefer doing their job themselves, creative, self-confident, enjoy their mental or physical work. For them it is an activity as natural to people as play and rest. In the Y-type organization exists much more participative management style, because workers can be involved in decision making and another working process with having more responsibility even being at the lowest level of the organization. It is impossible to say that managers use only “Theory X” or only “Theory Y”. Only combined management style can achieve the success (that is the main point why today`s style of management