Motivation Theories-What makes 'Y' a better manager

                        Motivation is an art. You need it in every sphere of life and more so in management for it's a prerequisite for managers to keep their employees motivated through trying times. Douglas McGregor's 1960 publication on Theory X and Theory Y managers has been a motivation bible for organizations for ages now. It talks about two completely contrasting theories of motivation and their impact on the mindset and performance of employees.

Theory X Managers:

                        These managers believe that employees are inherently lazy and disinterested and that their sole aim is to earn money. They feel that employees try to evade work. Hence, they feel the need for a hierarchical structure which maintains control at every level of the organization. They also like to have comprehensive control mechanisms in place. Such managers tend to blame the employees in most situations instead of taking stock of the system, the training, and the environment at the workplace.

Theory Y Managers:

                        Managements that function based on this theory assume that employees are ambitious and self-motivated. Such managers seek enthusiasm in their employees and assume that employees see work as an end in itself. They also urge the employees to explore their creative realms which can improve the productivity of the organization.

                        The picture below gives an illustration of both kinds of managers:

                        

            

   

    Moving forward, we now analyze the reactions of both types of managers to various situations:

Situation 1:      Employee dislikes his work and manager assumes he is lazy.

                        Such a situation is seen in those organizations which lack clarity in goal-setting and their directive principles are not in place. The employees tend to lose their motivation to perform better under such circumstances. The manager, instead of taking steps to motivate the employees, lets the situation go out of control and the organization falls into sickness.

Situation 2:      Employee likes his work and manager assumes he is lazy.

                        Such a situation has great potential to land an organization in trouble as the best of the employees tend to lose motivation and quit the organization. This is because, although the employees are skillful, hardworking and motivated to extend their limits, the manager doesn't allow them to realize their potential. This leads to frustration among the employees and the organization suffers.

Situation 3:      Employee dislikes his work and manager assumes he is not lazy.

                        This situation is typical of a place that involves repetitive work but loads of money. Although the employees are frustrated due to lack challenges at work, or due to any other reason, the manager gives it his all to motivate the employees. Department change, performance incentives etc. are ways to motivate the employees. Such managers generally end up being successful in their pursuit for excellence.

Situation 4:      Employee likes his work and manager assumes he is not lazy.

                        This is a dream situation for any organization. Employees are ready to push their limits and the management is open to their ideas. The management motivates the employees to think out-of-the-box at every major step. This results in a win-win situation for the management and the employees. The organization also benefits immensely from the same.