Q1: How do your two scores relate to your experience at work?
McGregor’s X-Y theory is more about universal and general peoples' managerial rules and it thus stands as a basic principle of positive management technique and style. McGregor makes a suggestion of two approaches towards managing personnel in organization. Managers can manage by applying theory X is considerably known to lead to poor results. However, enlightened management uses theory Y that gives the chance to personal growth and development thus improved results and general business performance (McGregor, 2006).
As a worker, in human resource department in a hospital, I consider the facts behind average personnel disliking duties and a time makes efforts to avoid these duties as true and valid. This takes part of the majority of the workforce in the hospital. The management in this case usually takes authoritarian strategy of pushing people around to get all the pieces of work done effectively. For instance, a time we do personnel analysis to determine the type of people we are having around in the hospital. If the total score is below 40, the management carefully applies a strategy of managing by moving around all the hospital departments to get everybody perform his or her part as required.
As a way of avoiding failure resulting from pushing personnel to work, the management uses polite approaches psychologically proofing to be secure and thus no torturous to the workforce. This includes routine polite approaches of reasonably asking both clinical and other casual workers in hospital to perform their duties and sometimes inviting their suggestions. A time workers are push by providing motives and incentives to work hard.
If the score sum up above 50 then the management assumes that personnel is determined and take their duties positively, and is as normal as playing and working. According to McGregor, the workforce exercise self-control and direction in pursuance of duties, hence, the organization’s goals, and objectives. Responsibility seeking group of people is rare in the hospital as it includes a few groups of head of departments. A total score of less than 40 indicates that personnel need to be managed in reference to McGregor theory X. A score above 50 is a preference for application of theory Y (McGregor, 2006).
Q2: Is there anything in the work context that can change your personal score?
As different as our personalities, every individual in the workforce has its different motive in the work place. A change in the general perception of what responsibility mean can change my personal score as it can positively change the way I carry myself around in the hospital. This may include a change of desire to perform duties with less or minimal supervision. A change of economic and social status can also change my personal score as it will enable me to be social with my boss and the other workers below me, thus performing duties as a team and not as a two different exclusive group.
Depending on how perceive his or duty against the significance of the benefits derived out of the organization have the potential capacity in changing the personal score of an individual. This change of personal score can change the organizational management strategy altogether. An organization can move from applying theory X in its management to the use of theory Y. Personnel determines the way management will take action towards them.
References
McGregor, D., & Cutcher-Gershenfeld, J. (2006). The human side of enterprise. New York: McGraw-Hill.
