Management Styles
Theory X and Theory Y are two contrasting styles of management proposed by the American Sociologist Douglas McGregor. Theory X is described as being authoritarian and theory Y participatory (Weinbach, R. W., & Taylor, L. M., 2011). This paper analyses both styles of management concerning employee usage of electronic devices in the workplace.
A theory X oriented manager views employees as people who hate work and would avoid it if they could. They believe that employees should be forced or threatened for them to achieve organizational goals. They assume that employees have to be directed to avoid responsibility, and their sole aim is to earn a salary. Managers who ascribe to this style of management tend to blame employees in most situations without analyzing other external factors such as the systems and processes, which could be the real cause of the problem. Their outlook on employees is pessimistic, believing they must energize employees which often is counterproductive. Concerning the presence of electronic devices at the workplace, the manager will ban them. They will institute stringent policies restricting their usage, and in case they are violated, punitive measures will be undertaken. Employees will have to seek permission incise they want to use their electronic devices.
A theory Y oriented manager views employees as people who are self-motivated who don’t need external pressure or control to achieve organizational goals. Employees seek and accept responsibility for their actions in the workplace. They are creative, and the freedom they have been accorded motivates them to perform at their optimum. A manager who follows this style of management believes that employees will achieve their optimum performance, given the right conditions. Concerning the usage of electronic devices by employees at the workplace, the manager will accord them all the freedom they want to use them. They will seek to find out what value their usage adds to the company and discuss with the employees the appropriate time to use them.
A theory Y oriented manager views employees as people who are self-motivated who don’t need external pressure or control to achieve organizational goals. Employees seek and accept responsibility for their actions in the workplace. They are creative, and the freedom they have been accorded motivates them to perform at their optimum. A manager who follows this style of management believes that employees will achieve their optimum performance, given the right conditions. Concerning the usage of electronic devices by employees at the workplace, the manager will accord them all the freedom they want to use them. They will seek to find out what value their usage adds to the company and discuss with the employees the appropriate time to use them.
A theory Y oriented manager views employees as people who are self-motivated who don’t need external pressure or control to achieve organizational goals. Employees seek and accept responsibility for their actions in the workplace. They are creative, and the freedom they have been accorded motivates them to perform at their optimum. A manager who follows this style of management believes that employees will achieve their optimum performance, given the right conditions. Concerning the usage of electronic devices by employees at the workplace, the manager will accord them all the freedom they want to use them. They will seek to find out what value their usage adds to the company and discuss with the employees the appropriate time to use them.
I subscribe to Theory Y continuum because it blends well with the modern style of management that focuses on creativity as a way to achieve organizational goals
References
Weinbach, R. W., & Taylor, L. M. (2011). The Social Worker as Manager: A Practical Guide to Success. Pearson Higher Ed.