This saturday, there was a discussion on some of the followed management styles - Theory X and Theory Y among the workers.
Some of the points which came out of that discussion were:
1) Theory X and Theory Y is not about the workers. It refers to the styles followed by the management ie. the Manager and their ways of thinking and managing the workers.
2) Theory X is mainly of that kind of person who has a negative mindset towards the work he is doing and will try to avoid it. Also his/her attitude towards the workers will be one of scorn, non-praising, authoritarian. He will create a environment full of negativity around himself.
3) Theory Y, on the other hand, points to a person who is more jovial, supportive, participative in his attitude towards his co-workers and will try to create a positive and healthy environment.
An example to understand this theory of management styles:
Workers may be of two types: a) Lazy b) Good (Not Lazy)
Manager may assume the workers to be of two types: a) Workers are Lazy b) Workers are not lazy.
Four Cases arise from this:
a) Workers are lazy and manager thinks them to be lazy - It is a Theory X approach - An example can be a worker who comes late to be office and generally don't meet up the deadlines. The manager thinks him to be lazy.
b) Workers are lazy but the manager thinks them to be not lazy - It is a Theory Y approach - An example in support of it, I actually observed in my life. My parents run a coaching institute of their own. A student's parent came to meet my parents regarding the performance of his ward. Though the parent knew that his child was average in studies and generally pay a lot less time to his studies at home, he was in all praise of his child and was trying to potray him in a good light.
c) Workers are not lazy but the manager thinks them to be lazy - It is a Theory X approach - This kind of approach can be very disheartening for the worker as he is trying to put all his hardwork in the work he is doing but not able to reap the appropriate accolades from his senior. This kind of picture can be seen often in the working environment and it should be avoided.
d) Workers are not lazy and the manager thinks them to be not lazy - It is a Theory Y approach - This is one of the best situation - A win-win situation for both the parties. The employee works hard and produce the results and the manager has a positive acknowledgement of his/her efforts.
This was the case in the last job I worked in. A new technology was being implemented by me and I did a good amount of work in it. The supervisor and my manager acknowledged my efforts and praised me for my efforts. There was a definite increase in my efficiency with this gesture of theirs.
Apart from this, there was a discussion regarding Goal Set, Potential, Actual Performance, Historical Performance.
Goal Set > Actual Performance > Potential > Historical Performance
This is the order which I chalked out in my notes. The class had varied viewpoints on this.
That was all which was mainly discussed in our third session. Happy learning !
Some of the points which came out of that discussion were:
1) Theory X and Theory Y is not about the workers. It refers to the styles followed by the management ie. the Manager and their ways of thinking and managing the workers.
3) Theory Y, on the other hand, points to a person who is more jovial, supportive, participative in his attitude towards his co-workers and will try to create a positive and healthy environment.
An example to understand this theory of management styles:
Workers may be of two types: a) Lazy b) Good (Not Lazy)
Manager may assume the workers to be of two types: a) Workers are Lazy b) Workers are not lazy.
Four Cases arise from this:
a) Workers are lazy and manager thinks them to be lazy - It is a Theory X approach - An example can be a worker who comes late to be office and generally don't meet up the deadlines. The manager thinks him to be lazy.
b) Workers are lazy but the manager thinks them to be not lazy - It is a Theory Y approach - An example in support of it, I actually observed in my life. My parents run a coaching institute of their own. A student's parent came to meet my parents regarding the performance of his ward. Though the parent knew that his child was average in studies and generally pay a lot less time to his studies at home, he was in all praise of his child and was trying to potray him in a good light.
c) Workers are not lazy but the manager thinks them to be lazy - It is a Theory X approach - This kind of approach can be very disheartening for the worker as he is trying to put all his hardwork in the work he is doing but not able to reap the appropriate accolades from his senior. This kind of picture can be seen often in the working environment and it should be avoided.
d) Workers are not lazy and the manager thinks them to be not lazy - It is a Theory Y approach - This is one of the best situation - A win-win situation for both the parties. The employee works hard and produce the results and the manager has a positive acknowledgement of his/her efforts.
This was the case in the last job I worked in. A new technology was being implemented by me and I did a good amount of work in it. The supervisor and my manager acknowledged my efforts and praised me for my efforts. There was a definite increase in my efficiency with this gesture of theirs.
Apart from this, there was a discussion regarding Goal Set, Potential, Actual Performance, Historical Performance.
Goal Set > Actual Performance > Potential > Historical Performance
This is the order which I chalked out in my notes. The class had varied viewpoints on this.
That was all which was mainly discussed in our third session. Happy learning !
