Theory X and Y - Pros and Cons Management Styles - Essay Example

The paper “Theory X and Y - Pros and Cons Management Styles" is an inspiring example of an essay on human resources. Theory X is of the thought that employees have a natural dislike for work, and will exploit any chance they have to evade work. Cassidy & Kreitner (2012) indicate that it is the role of the managers to ensure that they are in constant supervision of the employees or develop control mechanisms that see to the completion of tasks. The management might also use incentives to motivate the employees to work. On the other hand, theory Y applies the thought that work is a natural activity among human beings. Naturally, human beings are problem solvers, and with the proper conditions, they are likely to not only work more but with a lot of commitment (Lewthwaite, 2006).

Theory X would indeed apply in all situations in the workplace. This emanates from the fact that the provision of incentives has always been positive for all persons. For instance, in the case of lazy employees, the managers may use an increase in pay to woo the employees to work more. The managers may also consider giving the workers privileges in the course of duty, like free lunch or evening tea, just for the impression that the employers are indeed mindful of the status of their employees. In one way or another, the employees will have a positive attitude on their job, and strive towards achieving the best, for the acquisition of profits at the end of the day.

In the case of willing employees, the managers might apply the use of promotions to boost the ego of these employees. With the right environment, the employees will feel appreciated as well as endeavor to steer the organization to its highest scales. The willing and committed employees may also benefit from salary hikes and change of names and status, from ordinary employees to directors or heads of departments; thus, manipulate their need to work and achieve more, both at the individual and organizational levels.

Democratic decision making in relation to theory Y relates to the managers giving the employees a chance to give their views, therefore, reducing the gap between the employee and employers. Through building a rapport and minimizing the differences between both parties, it is evident that the employees will have a greater chance of achieving their objectives. Collective decision making is in itself democratic, the subordinates operate under minimal pressure, as compared to theory X whereby the employees are always under supervision (Boone & Kurtz, 2008). Theory Y managers create an aura of responsibility and pleasure in what the tasks ascribed to them.

McGregor (2002) indicates that theory X and Y are the basic tenets of the functionality of all managers. A proper understanding of these theories allows managers to develop an understanding of human nature and how to deal with various personalities in the workplace. Without these basics, it is evident that the managers will have a difficult time executing their mandate and achieving the goals of the organization.