References Introduction
McGregor has developed a
theory of motivation on the basis assumptions connecting to human behavior. function
of motivating individuals involves certain hypothesis about human nature.
Theory X and theory Y are two sets of hypotheses about the nature of
people (Aina, 2014).
Figure 04: McGregor’s Hygiene Theories X and Y
Application
of Alderfer's ERG Theory to Construction Industry
According
to (Kim et al., 2015), Safe working conditions is the most
important physiological factor in construction industry. In relatedness needs,
Relationship with colleagues and relationship with managers are not the most
important factors affect to the construction workers. But in some countries
like Philippine, Vietnamese relatively factor is higher importance than workers
from other countries. In construction industry, high probability that the
employees can regress to lower level Existence needs and satisfy through only
salary and other benefits. Construction workers considered timely payment is
more important than amount of pay. About the growth need the work force of the
construction industry not considered about that. But professionals who were
work in the industry mostly considered about growth need compare to the
workforce (Kim et al., 2015. As a construction organization it is
very important to balanced and focused on fulfillment of these three needs. Theory X
This is based on
assumptions regarding the typical employee. This assumes individuals who
dislike work and avoid it where possible, individuals who lack ambition dislike
responsibility and leading, Individuals who wish security (Hattangadi,
2014). Management believes employees work is based on their own self-interest.
To achieve the organization objectives managements, imply the Theory X.
Managers believe employees working in this style are more interesting on
rewards or punishments as motivation (Sunita, 2012).
Theory Y
Managers assume
employees are internally motivated, interested with their job and work to well
themselves without any direct reward. Managers consider their employees as most
valuable assets to the company (Anna B Parkin, Tutesigensi and Büyükalp,
2009). Theory Y managers try to promote employee’s self-esteem, confidence,
happiness, achievement, respect of others, and respect by others. To create a
working environment or culture, where employees can develop their creativity is
the challenge to the managers (Hattangadi, 2014).
Application of Theory X
and Y to Construction Industry
According to
the Aiyetan and Olotuah (2006), In construction industry work force (labor
force) basically dislike and avoid works whenever possible. Because most labors
not interested about their works, So, construction organizations have to be
closely supervised with site supervisors, site engineers and implies with
punishment to reach their objectives (Aina, 2014). Most labors and labor
team leaders are not capable of solving problems. So, site supervisors and site
engineers have to direct them. Most labors have limited intelligent
potential (Aiyetan and Olotuah, 2006).
In construction industry
professionals find work as natural and developed an attitude from the works
based on their experience with it. Professionals who works in projects will
work voluntarily toward organizational objectives to which they committed. So,
no need to imply the punishments (Aiyetan and Olotuah, 2006). Professional
employees who works in construction organizations have protentional to solve
the disputes resolution (Aina, 2014).
Reference
Aina, O. O. (2014)
‘Application of Motivation Theories in the Construction Industry’, 16(7), pp.
1–6.
Aiyetan, A. O. and
Olotuah, A. O. (2006) ‘Impact of motivation on worker’s productivity in the
Nigerian construction industry’, Association of Researchers in
Construction Management, ARCOM 2006 - Procs 22nd Annual ARCOM Conference,
1(September), pp. 239–248.
Anna B Parkin,
Tutesigensi, A. and Büyükalp, A. I. (2009) ‘MOTIVATION AMONG CONSTRUCTION
WORKERS’.
Hattangadi, V. (2014)
‘Theory X & Theory Y’, 2(4), pp. 20–21.
Sunita, M. S. (2012)
‘EMPLOYEE ’ S MOTIVATION : THEORIES AND PERSPECTIVES’, 1(2), pp. 56–64.
According to Armstrong, there are two types of motivation as intrinsic motivation and extrinsic motivation.If employee feels that his work is important, interesting and challenging and it is provides him to act freedom is intrinsic motivation. When motivating by offering rewards such incentives, payment increments, performance recognition by awarding, or even punishment can be recognized as extrinsic motivation,, ( Armstrong, M / 2014 , 13 th edition, p 163 )
ReplyDeleteAgreed Thusitha, Intrinsic motivation is motivation that arises from within. It comes from the personal enjoyment and educational achievement that we derive from doing that particular thing. Intrinsic motivation is motivation that arises from within. It comes from the personal enjoyment and educational achievement that we derive from doing that particular thing (Sunita, 2012).
DeleteCompletely agree with you, according to Aithal & Kumar (2016), these two theories indicate the motivation approach to employees. Theory X stresses the importance of strict supervision, external rewards, and penalties. Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision (Aithal & Kumar, 2016).
ReplyDeleteAccording to Hattangadi (2014), Theory X and Theory Y represent the perceptions managers hold about their employees. It is not about their general performance outside the work place, it affects on their job, while working in the organization
DeleteTheory Y supposition the opposite view of theory X and it describes the mental and physical inputs expended at the workplace are associated and par with others (Badubi 2017). The employees are in this class wants to assume responsibility and the needs of their organization to be successes. Also, they are in need of achieving the objectives and goals and adjective to cooperate goals. This class of managers and employees helps drive productivity and performance of cooperate and will comfortably motivate. McGregor’s theory remains critical to develop managers to guide the employees for organizational development and to improve the culture.
ReplyDeleteMany theorists support that McGregor's theory considers the field of management from a new angle, indicating a strong influential value. In contrast to the principles of conventional management mentioned as theory X, the advocate theory Y illuminated a cluster of redefined concepts such as self-fulfilling prophecy and responsibility (Harmer, 2001).
ReplyDeleteMcGregor, the fundamental world of managers, or cosmology, influences managerial practices that influence subordinates' attitudes, work behaviors, and performance. After explaining the fundamental (and pessimistic) assumptions, managers tend to take into account human behavior in the organization. McGregor urges managers to be involved in self-reflection and to consider a set of alternative hypotheses. In the final analysis, McGregor hopes that increased self-awareness may encourage change in attitudes and behaviors among managers. This list first describes McGregor's theory x and y theory, next to the meaning of McGregor's theory, and the last part explains the effect of practice. Fundamental factor (Baldwin, 2013)
ReplyDeleteAccording to McGregor's theory, an organizational diversity creates, more precisely, the influence of managers, creating an environment that reflects their beliefs and values about employees. (Cardoso, P. et al.2015)
ReplyDelete