Employee Productivity and McGregor's Theory X and Y

 

As a leader or manager entrusted with supervising the work of others and eliciting maximum productivity from them, you've probably encountered several instances where people do not always do what you want. They will miss deadlines, stall, wait for your instructions, or blame others for their failure to do the work - if you are lucky, and then just a few times. On the other hand, there are self-motivated, controlled, and disciplined individuals.

As we all know, each individual has a unique way of functioning and a unique work psychology. There are numerous factors that encourage humans. They come from a variety of various backgrounds, and as a result, their output is influenced by a variety of different circumstances. Numerous papers and theories have been developed to assist managers in eliciting the maximum performance from each of their staff.

Douglas McGregor, a renowned MIT professor and social psychologist, developed two theories of motivation — Theory X and Theory Y — in which he suggests that these two (contradictory) theories are directly related to the types of employees one might encounter at work and how managers should deal with them.

According to Theory X, employees are innately dissatisfied with their jobs. They shirk responsibility, and as a result, they are constantly in need of being ordered to perform particular chores. They must be monitored and regulated at all times. Additionally, this theory assumes that because people are unmotivated to work, they must be tempted or threatened to obtain outcomes. These ideas result in increased surveillance, tighter control, and 'aggressive' management methods.

By contrast, Theory Y argues that employees are self-motivated, inventive, proactive, willing to solve problems, and accountable. This management approach is relatively decentralized. Employees are involved in decision-making, encouraged to make proposals, given opportunities to take on additional tasks, and accepted for their creative insights and new ideas.

Theory X is well-suited for large-scale mass manufacturing operations and work involving unskilled workers; on the other hand, theory Y is well-suited for knowledge workers in an environment that encourages knowledge sharing and continuous development.

Managers must have visibility into the job performed by staff in both circumstances. In the case of Theory X application, managers must create a structured environment in order to elicit work from employees. Managers must maintain a tight eye on their employees' activities. In the case of Theory Y, managers simply need to point employees in the proper direction, and they will perform admirably on their own. Clearly, the managers' viewpoint has an effect on their employees' productivity and performance. Their intervention has an effect on how employees operate.

Along with these two theories, another influential factor at work is self-image. Self-performance is what shapes one's self-image. Apart from how others view us, individuals must conduct periodic self-introspection to determine "if we are accountable for how others perceive us?"

What if there was a Fit-bit at work that provided complete transparency about individuals' work habits through tangible statistics and numbers – to both managers and employees? Consider what would happen if the manager gained precise information on his team members — such as how much time they spend on core and non-core activities, meetings, and social networking sites, for example. With this data in hand, the manager can develop a series of actions or processes that will improve the team's productivity.

Individually – if there is a technology that can provide a mirror picture of daily activities for each person – individuals can self-analyze their work habits and make adjustments to reduce stress, increase productivity, and achieve perfect work-life balance.

References

• Employee Productivity and McGregor’s Theory of X & Y. [online] People Matters. Available at: https://www.peoplematters.in/amp-life-at-work-employee-productivity-and-mcgregors-theory-x-y-11406 [Accessed 8 Dec. 2021].
• Mindtools.com. (2017). Theory X and Theory Y: Understanding People’s Motivations. [online] Available at: https://www.mindtools.com/pages/article/newLDR_74.htm [Accessed 8 Dec. 2021].