Critically evaluate McGregor’s Theroy X and Theory Y Essay

Critic onlyy evaluate McGregors Theory X and Theory Y. How far is it relevant to commission and employee motivation in contemporary Chinese organizations? In the modern corporation environment, employees motivation plays a pivotal role, thus they should be recognised as a significant part of corporations financial assets. thither atomic number 18 several clear-cut viewpoints of approaches to managerial strategies about motivating employees, one of which is McGregors Theory X and Theory Y. It proposes that providing an supreme environment satisfying employees higher needs is more preferable than simply arrogant them by rewards and punishment.This essay will firstly evaluate McGregors surmise. Although influential value of this hypothesis in organization history might be approved, thither are two primary issues, invalidity and glib recognition, which criticisms revolve around. Subsequently, this essay will discuss the extent of this surmisals application in Chinese organizati ons. Although McGregors theory whitethorn be employed in few corporations, this theory is generally non applicable in well-nigh contemporary Chinese organizations.Many theorists support that McGregors theory considers the battleground of heed from a new angle, indicating a strong influential value. In contrast to the principles of conventional management mentioned as Theory X, the advocated Theory Y illuminated a cluster of new or redefined concepts such(prenominal) as self-fulfilling prophecy and responsibility. According to Carson (2005), about of those concepts had been interpreted before however, McGregors theory combined those concepts emerging from separate theories.Based on these compiled conceptions, this theory takes higher-order needs into consideration, which innovatively introduces a profound work value that management should non only involve controlling and monitoring. Moreover, the inclination to responsibility of employees contributes to participative atmospher es in working environment. Lerner (2011) claims that McGregors theory can prepare employees skills to tackle complicated tasks due to their sense of responsibility, in parallel with improving the potency of an individual.Therefore, this theory, revealing an initial pattern of management strategy, dramatically influences the applied field of organization development. In hostility of the influence and originality of McGregors theory, there is a primary drawback of the validity, which is regarding the presumptuousness of human nature in this theory.This theory is primarily based on an analysis ofhuman nature. McGregor (2000) has pointed out that theory X management assumes that spate generally are not responsible for work in contrast to theory Y presumptuous that people are invariably self-controlled. However, the theory X assumption is exaggeratedly negative while the theory Y assumption is overly optimistic. According to Bobic and Davis (2003), there is no evidence that systemati cally certifies the existence of individuals original attitudes towards work. Similarly, Francesco and Gold (2005) argued that human nature is not viewed purely positive or negative in all the cultures, drawing on Hofstedes theory.Furthermore, different employees may have somewhat different characteristics however, McGregor blended those civilise human natures into two simplistic models to introduce a quite deficient theory. Therefore, the theory seems to be invalid due to this relatively unrealistic and wretched analysis. In addition to the invalid assumption of McGregors theory, there is another drawback concerning superficial recognition of autonomous environment and ascendence which are primary principles of Theory Y and Theory X reputeively. McGregor (2000) state that autonomous environment can be acquired by opportunities for self-actualization.Nonetheless, Head (2011) has argued that incentives involving self-actualization are barely effective. Likewise, Bobic and Davis (2003) state that self-actualization is not a pragmatic motivational factor due to the rare prospect provided by corporations in reality. Although some approaches such as job enrichment can be implemented, managers may not be totally competent to direct this management, which reveals that McGregors theory may overestimate the effectiveness of autonomous environment.Conversely, the model of authority representing Theory X may be a more frequently select management tool, which is the contrary to what is portrayed in the theory. Head (2011) pointed out authority rather than bureaucracy may offer legitimate power and guarantee development of corporations towards certain direction. In fact, offering appropriate advocate to subordinates and essentially avoiding overly vigorous control stand a significant position in nearly companies. Consequently, McGregors proposal that autonomous environment should be concentrated on while authority is rare may require reconsideration because of th e superficial recognition. Motivational strategies have been considered as an essential concentration for corporations.With respect to the application ofMcGregors theory in China, minimal successful instances may be seen in some extremely large conglomerates. Those conglomerates such as Shanghais corporations hire numerous workers, contributing to contender and pressure therefore, employees in these organizations may emphasize higher-order needs because of this particular work circumstance, in accordance with the assumption of McGregors theory. Chan and Wyatt (2007) demonstrate that employees in Shanghais corporations can be significantly motivated by the satisfaction of self-esteem that is also emphasized in McGregors theory.Hence, it seems that this theory can reflect its feasibleness in few large Chinese organizations. However, generally, McGregors theory reflects low practicability in most contemporary Chinese corporations. According to Alas (2005), most Chinese respondents are more likely to be encouraged by lower needs satisfaction such as incomes, whereas the dominant principle of McGregors theory is strategies satisfying higher needs. Therefore, Chinese employees concentration on lower needs makes it difficult for them to be motivated by McGregors theory.Moreover, Dessler (2006) argued that employee empowerment, one of the principles of McGregors theory, is excluded from Chinese corporations. Furthermore, McGregors theory is incompatible with the comparatively ingrained Confucian value system in Chinese culture. According to Geren (2011), an abandoned principle in the theory is obedience for authority which is the essence of Confucian value system. Chinese employees largely cultivated in the atmosphere of Confucian value may be uncomfortable with the management of McGregors theory. Emphasis on lower needs and the cultural of Confucian value system are both opposite to McGregors theory.Therefore, this theory is not applicable in most contemporary Chine se organizations. As a whole, McGregors theory may animate original spirit of motivation management nevertheless, its invalidity is directly resulted from inadequate and unrealistic assumption of human nature. Additionally, excessively focusing on autonomous environment and ignoring efficiency of authority may indicate the superficial recognition in this theory. These two drawbacks can account for ineffective arrangement. As motivation management develops globally, in China, in spite of efficient application in few conglomerates, McGregors theory is not compatible with most Chinese organizations because general Chinese condition is the obstacle to successfully adopting this theory.There is no universal theory hence, in order to improve the effectiveness of management, organizations should utilize distinct management principles flexibly in specific working circumstance.Word account 1079Reference ListAlas, R. (2008) Attitudes and set in Chinese manufacturing companies a comparison wi th Japanese, South Korean and Hong Kong companies. Chinese trouble Studies. Vol. 2(1), pp.32-51 (PDF available)Bobic, M.P. & Davis, W.E. (2003) A signifier Word for Theory X Or Why So Many Newfangled wariness Techniques cursorily Fail. Journal of Public Administration Research and Theory. Vol. 13(3), pp.239-264 (PDF available)Carson, C.M. (2005) A historical view of Douglas McGregors Theory Y. Management Decision. 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