Terrific Motivational Tips from MIT School of Business |
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| By Steve Wilheir |
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| McGregor has demonstrated two famous theories on the topic
of motivation of employees. They´re referred to as Theory X
and theory Y. The former talks about less ambitious workers
who don´t truly like to do the function they´re assigned and
have to be controlled for completing the tasks. Theory Y, on the other hand features individuals who are dedicated to their function and enjoy the tasks they´re assigned. They´re regarded as much more responsible towards achieving their targets and also offer hard work to preserve quality of their products. Lazy workers can be a lot of problem/risk for organizations. Poor quality of workforce can result in huge losses for a company. The company is also liable to lose its customers/consumers because they might dislike the product and services it delivers. The quality of products and services produced by the workers is determined by the company´s ability to understand and value them. Doing so can make the employees feel confident about their abilities to complete tasks effectively. A manager with good bonding skills with workers can greatly influence the ability of a teams performance as a unit. A great example of this, explained by Theory Y, is that it can be similar to how a family works, like how a child is cared and looked out for by their parents. According to Douglas McGregor, if a manager believes in the philosophy of Theory X, he wouldn´t be too wise and wouldn´t cherish the work carried out by the workers. He would practice extreme measures like firing an employee in response to irresponsible work performed. To accomplish its goals, an organization has to ensure that its employees are effectively and efficiently engaged within the organization and for this, motivation is a key factor. Today, increasing employee productivity is on the main agenda of the activities carried out by different human resource departments. The human resources department consults with other departments in the organization and comes up with different motivational techniques. To clearly understand this, its close relation with performance needs to be understood first. If one looks closely at performance, one can observe that rather than work results, people seem to go for performance. We can say that an employee is motivated if he/she is willing to perform the work given to him. Motivation is concerned about the direction, persistence and the arousal that an employee may develop inside him to do the work assigned to him. Hypothetically, any manager belonging to the Theory Y category is more inclined to offer more of a loose and free, friendly environment for the workers. The workers react positively to an environment such as this, and this style of work will, in turn, affect the profits in the company reports. Optimally, a manager should consider the business perspectives of new employees and give them equal treatment. New employees provide fresh work techniques and ideas, which can greatly benefit companies. Doing this will also motivate employees by reassuring them that their opinion matters in addition to being good for the company´s interest. The term ´motivation´ can be defined as a willingness to work for a way to fulfill a certain necessity. For instance, it can be said that the people who put in a great amount of effort to get money in order to buy food have motivation, as food is certainly a necessity. |
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| Article Source: http://interpret.zar.vg | ||||
| About The Author Steve Wilheir is a project management consultant, teaching successful management practices to Fortune 100 companies looking to build a better tomorrow. If you enjoyed learning about employee motivation, be sure to check out these other articles on Theory X and Sigmund Freud Theory X. |
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