A.Douglas McGregor’s Theory ‘X’and Theory ‘Y’Introduction:• Created and developed by Douglas mcGregor (1960’s).• Used in human resources,organisation

behavior analysis and organisational development.• Pertains to human motivation.• Describe two different attitudes towards

workforce motivation.

1.Theory ‘X’Pessimistic assumptions. Impediment to employee morale and productivity.Assumptions:This theory is based on the following fundamental assumptions:Employees are: lazy and will avoide work. In need of close supervision.Employees: Have little ambition without incentive programes. Avoide responcibilities. Need to be driven through control system.

Manager Adopting Theory ‘X’ Believes:Every thing ends in blame.In blamingwithout evaluating the

situation.That it is the their job to structure the

work and energise the employee.In authoritarian style basedon the threat

of punishment.

Theory ‘Y’:Positive assumptions.More positive view of workers and the possiblities

that creat enthusiasm.Assumptions:This theory is based of following assumptions:Employees are:Self motivated andanxious to accept greater

responsibility.Employee:Exercise self-control,self-direction,autonomy and

empowerment.Exercise creativity and become forward looking.

Manager Adopting Theory ‘Y’ Believes:People want to do well at work.The employees are a pool of unused

creativity.That the satisfaction of doing a job

is in itself motivating.

McGregor Theory ‘X’ and Theory ‘Y’:

Conclusion:These theories help future

generations understand the changing dynamics of human behavior.

Represent two unrealistic extremes.

Guiding principles of management

B.Vroom’s expectancy theory:It is one of the motivation theory

It says that individual have different sets of goals and can be motivated if they have certain expectations.

It is about the choice ,it explains the processes that an individual undergoes to make choices.

First proposed by ‘Victor Vroom’ of the ‘Yale School of Management’

Continuous:This say that an employee at

work will be motivated to exert a high level of effort.

When he believes that effort will lead to a good performance measurement that ultimately leads to organizational rewards.

Like bonus,promotion,which will satisfy his personal goals.

Continuous:Vroom introduces three variables

withinthe expectancy theory which are:1. Expectancy.2. Instrumentality.3. valenceMotivation=Valence x Expectancy x

instrumentality

Valence:Strength of a person’s preference

for an outcome or reward .Example:If an employee wants promotion,it

has high valence. It is an expression for a desire for

achieving a goal.It arises from internal self and is

conditioned by experiences.

Expectancy:Strength of belief that particular

action will lead to a particular outcome.

This expactency of performance may be thought of in term of probabilities ranging from 0 to 1.

Instrumentality:It si the belief that you perform

well that a valued outcome will received.

This reward come in the form of pay increase,promtion.

Instrumentality is low when the reward is given for all performances given.

Model:

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