Question

Leadership and management styles can have a huge impact on employee motivation and production.

Your book states that Theory Z management is combination of Theory X and Y management. How is this so? Explain how Theory Z differs from both and when it may be appropriate to implement.

Answer 1

Douglas Mac Gregor identified theory X and theory Y which are different workplace theories of human behavior. Theory X states that people hate work and need the manipulation of discipline and control towards working. Supervisors who adopt this ideology are called autocratic and impose hierarchical working practices. We are likely to keep all of the power for themselves rather than not share this with subordinates, and are very concentrated on completing the task.

Theory Y, by comparison, points out that people appreciate the innovation of their jobs and the ability to contribute to their organizational decision-making processes. Leaders who adopt this philosophy encourage their employees to contribute to the cycle of planning and decision making and appreciate enabling others to contribute to organizational creativity. Managers those who adopt this leadership style require democratic decision-making votes and promote debates so people can reach agreements.

William Ouchi introduced Theory Z, also known as the "Japanese style of management," which incorporates a mixture of several other styles. Employees are extremely cooperative in this type of management and also take part in work rotation and have a strong degree of commitment to their organization. Managers who practice this style trust their workers' loyalty and capacity, and serve as coaches to motivate their employees to make the right decisions. Workers engage in collective meetings led by administrators, thus guiding their staff to make sound decisions. According to Ouchi, the theory Z encourages secure jobs, high efficiency, high morality and happiness of the employees. Employee loyalty is strengthened by giving them a lifetime career with a clear emphasis on employee’s well-being both at the workplace and also in their personal lives.

The theory Z centers around the idea that workers with their boss and colleagues tend to enter into partnerships. Employees long for a good link. This needs a high level of manager and organization’s help in the form of a safe working atmosphere and the right facility. The list should also include the likelihood of growth and training. The conclusion is that their organization 's staff demand equality and support. Employees consider an essential work-life balance, and would like to keep it. Therefore family, culture, and traditions are often just as essential as working conditions. The theory Z also suggests that, with the best management support, workers believe that they would perform tasks properly.