Understanding of Theory of X and
Y in context of Nepalese Organization Culture / Job
Theory X and Theory Y
Definition: The Theory
X and Theory Y are the theories of motivation given by Douglas
McGregor in 1960’s. These theories are based on the premise that management has
to assemble all the factors of production, including human beings, to get the
work done.
Theory
X: Theory X relies on the authoritarian style of
management, where the managers are required to give instructions and keep a
close check on each employee. As it is assumed, the employees are not
motivated, and they dislike working. This theory is based on the following
assumptions:
- The employee is lazy and dislikes
work.
- He is not ambitious and dislikes
responsibility and therefore prefers to be led.
- The employee is self-centered and
indifferent towards the organizational interest.
- The management must intervene to
keep the employees working towards the economic ends. The employees must
be persuaded, rewarded, motivated, punished, controlled to get the work
completed.
Theory
Y: Theory Y relies on the participative style of
management, where the managers assume that the employees are self-directed and
self- motivated to accomplish the organizational objectives. Thus, here the
management attempts to get the maximum output with least efforts on their part.
Following are the assumptions of Theory Y:
- The average human being does not
inherently dislike work, they are creative and self-motivated and likes to
work with greater responsibilities.
- Employees are self-directed and
self-controlled and therefore the threat of punishment is not only the
means for getting the desired results.
- The extent to which an employee
is committed to objectives is determined by the rewards associated with
their achievement. The most significant rewards in this context could be
the satisfaction of the ego and the fulfillment of self-actualization
needs.
As we can see from above theory,
as per the nature of staff / employee,
Manager has to treat his employee according to the situation/ type of
staff.
However in the organization those who have
branch (Example Banking, Insurance) and if manager is based on theory of X type
than how central level ( Kathmandu Based Head Office) can monitor to individual staff , as there exists many branches.
Following thing must be assumed/ think by Top Level Management:-
1. Is Figure (Target achievement) is a best parameter to
judge count Branch Manager/ Department Head/ Line Manager as best human
Resource.
2. In Branch if lower-level staff does unethical work,
branch manager exists for controlling purpose. However, if branch manager /
Province head is involved on unethical work, how Head office will monitor him/
how information will be transferred to head office.
3. If in organization/ Branch, Branch Manager/ Department head / Province
head are of Theory of X kind of employee and if lower level staff are of theory
of Y kind of employee than how will management know about their staff from
Central level.
4. To which thing (Intelligence Quotient or
Emotional Quotient) is given priority by organization.
“’Making works done by other is the definition
of Manager.” But also it also been observed, many manger just
distribute the work assign to him to other staff and takes credit/ benefits by
not doing any work/ no participation. By
giving unnecessary pressure/ threat / mental torcher/ to lower level staff they achieve targets and
show their performance to central level ( Head office). However in ground
level, many lower level / mid level staff are victim of behavior ( Like how he
speaks with staff, is he is misusing the power, how he present body language/
how he has perception towards female staff/ is his level of horizon
broad or narrow).
Another Example can also be
taken, many staff are transfer to rural area from Head office/ from city area
as indirect forms of Punishment due to
his poor performance / attitude problem. In this case, when this kind of staff
get transfer to rural place as well as he have to leave his family for long
time. What kind of mind set he shall have towards the organization/ towards top level and management and how will
he work / treat his subordinate in branch .
Has management ever thing this kind of issue .
I will like to share experience
of one organization . Management has transferred to one of the top level
employee ( Department Head) from Head Office by giving role of province head .
As he got transferred, information was convey to branch from other staff ( As
professional Jealousy always exists in organization) , the staff was been
transferred by management as punishment due to his attitude problem.
His frustration was been shown
by his rude communication skill in every meeting. Whenever other staff say something
or give any feedback, he had a reply convey my negative information to head
office and also he used to scold / humiliate lower level staff . Frustration of
him has created mental torcher in other lower level. Neither lower level staff
can complain ( to whom they can complain since their line manger is himself
de-motivated ), neither head office was aware of his behavior. Due to this employee turnover was also
observed in that province.
Another Best example can be
taken from one of the leading bank of Nepal who have top/ best balance sheet ln
banking Industry. The staff who are working in that bank do-not prefer to give
reference/ words to come in their bank for job. Huge mental stress is given to
achieve target / Business. Mental fair /
depression is observed in mind of employee.
In this case who have nature of theory of X or theory of Y. ( Staff /
Management). Still organization has not realized Emotional Quotient is
necessary for long term growth.
Conclusion:-
Organization is exist to achieve goal. To achieve goal human
resource plays vital role for it. In organization there exist three level of
staff ( Lower, Mid and Top ) level. So before using tools of theory of X and Y,
Management must know clearly who is to be treated for theory of X and Y. Also
Today every organization for short term growth are giving more focus on
Intelligence Quotient but Emotional Quotient has not been prioritize. Due to
which employee have taken their organization as a center to earn money (
Ethical way or Unethical) in short period of time . Emotion, loyalty towards
organization from employee is lacking because organization are giving more
priority to Intelligence Quotient more.
By :- Krishna Raj Bhatta
Time :- 9.20 Pm
Date :- 24.02.2023
Place :- Mid Baneshwor Kathmandu
References: -
https://businessjargons.com/theory-x-theory-y.html
https://keydifferences.com/difference-between-iq-and-eq.html
