Mcgregor’s Theory X and Theory Y. How Far Is It Applicable to Management and Employee Motivation in Contemporary Chinese Organization?

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Critically evaluate McGregor’s Theory X and Theory Y. How far is it applicable to management and employee motivation in contemporary Chinese organization? The world of business has gone through radical and dramatic changes in the past few decades that present notable varied views on employee behavior. In contemporary management, a manager plays a crucial role in an organization; which is answerable for planning, structuring, guiding and adjusting the activities in order to maintain the achievements in a business. However, Theory X assumes that employees are likely to be unmotivated, without ambition or responsibility on work performance. Therefore, managers tend to rely on external control (McGregor, 2000), whereas theory Y depends heavily on self-control and self-direction. Theory XY remains fundamental use to business development, however; the theory is far too simplistic to be applied. In Chinese contemporary organization, applying Theory X or Y cannot be a certainty on whether the business will be success or not. The main arguments in support of theory X and theory Y are the positive effect on management techniques. Sorensen and Minahan (2011) have claimed that both theory X and Y have had a significant impact on management and managerial philosophy, particularly the applied academic field of organization development. Thus, Theory X and Y are commonly used as a preliminary understanding of management styles, in order to comprehend more recent management concepts. In addition to this, theory can also assist a manager to strengthen his idea on the different ways that individuals perform on self-objectives within simple statements. Bobic and Davis (2003) have also point out, that Theory X assumptions were expressed in a simple, universal, declarative way and that Theory X was presented in a tenth-grade reading level, which would be comprehensible to

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