Introduction
The purpose of this paper is to discuss the achievements of Douglas Mc Gregors Theory of Motivation. Douglas McGregor (1906 – 1964) was a prominent American management researcher, whose major influence was on motivation theory. His two theories, ‘Theory X’ and ‘Theory Y’, are the two most commonly discussed theories of motivation in business management today. These theories describe how managers perceive the role of the worker and how to motivate the worker.
Theory X and Theory Y
McGregor argued that managers usually pursue either a Theory X or Theory Y approach in managing their workers. Theory X is a pessimistic, authoritarian style of management. It assumes that workers are lazy and resist change. As a result, managers take a ‘stick’ approach - they use threats, controls and punishment to motivate their workers.
In contrast, Theory Y is a less pessimistic, democratic style of management. It assumes that workers have an intrinsic desire to do well and will be productive when motivated. Managers therefore focus on rewards and incentives to motivate the worker.
McGregors Impacts
McGregor’s theories have had a major impact on business management practice since their introduction. The theories paved the way for the development of Human Relations theory, which highlighted the importance of interpersonal relations in the workplace and emphasised that employees are not just cogs in a machine. McGregor’s theories also recognise that different people have different needs and consequently managers should take an individual-oriented approach to motivation.
In addition, the theories have encouraged the introduction of participative management, which involves employees having some say in decisions that affect the work. This approach has been successful in improving the quality of work, and increasing motivation and job satisfaction levels.
Conclusion
In conclusion, Douglas McGregor’s Theory of Motivation was a groundbreaking approach to management that has had a long-term and significant impact on business management practice. His theories helped to recognise the importance of interpersonal relations in the workplace and encouraged the implementation of participative management in order to increase motivation and job satisfaction levels. It is evident that Douglas Mc Gregor’s Theory of Motivation is just as relevant today as when it was first introduced, and it would be interesting to see how his theories will be developed in the future.
