Organizational Behaviour - McGregor’s Theory X, Theory Y

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Table of Contents

Task 1        2

Personal definition        2

Task 3        3

McGregor’s Theory X, Theory Y Model        3

Victor Vroom’s Expectancy Theory        3

Bibliography        4

Task 1

“Organizational behaviour (OB) is the study of the way people interact within groups. Normally this study is applied in an attempt to create more efficient business organizations. The central idea of the study of organizational behaviour is that a scientific approach can be applied to the management of workers. Organizational behaviour theories are used for human resource purposes to maximize the output from individual group members” (Investopedia, 2018).

"Organisational behaviour is the study and application of knowledge about how people act within organisations. It is human tool for the human benefit. It applies broadly to behaviour of people in all type of organisation such as business, government, schools, etc. it helps people, structure, technology, and the external environment blend together in to an effective operative system" (UK Essays, 2015).

“Organisational behaviour is a subset of management activities concerned with understanding, predicting and influencing individual behaviour in organisational setting” (Callahan, n.d.)

“O.B. is concerned with the study of the behaviour and attitudes of man in an organizational setting, the organization’s effects on his perception, feelings and actions and particularly on his behaviour for the achievement of the organization’s purposes” (Kelly, 2018).

Personal definition

Organisational Behaviour is the study that examines the relationship between how people in groups and individually behave in an organisation and how the behaviours affect the organisation thus utilising the knowledge to develop an organisation’s efficiency/performance.

Task 3

The three motivation techniques used by management in my work place are Maslow’s Hierarchy of Needs, McGregor’s Theory X, Theory Y Model and Victor Vroom’s Expectancy Theory.

McGregor’s Theory X, Theory Y Model

McGregor’s Theory X, Theory Y Model believes that there two ways of motivating an employee through his ‘X and Y Theory’. Theory X is the authoritarian management style (Educational Business Articles, 2016) and unhelpful to an organisation. It doesn’t give employee’s individual responsibly because employees would avoid being held responsible “with the threat of punishment” (Educational Business Articles, 2016). Theory X also makes the average employee lose passion or interest in their job. Theory Y is the participative management style (Educational Business Articles, 2016) that is the contrary to Y and reflects natural efforts in an employee’s work encourages employees to “accept and often seek responsibility” (Educational Business Articles, 2016). Theory Y encourages employees to develop their creativity and imagination to resolve the organisation’s issues.

The manager at my place of work uses this motivational technique by delegating responsibilities to us that  we enjoy and always asking for suggestion to help our productivity during shifts, how to improve the dynamic between the 2 or 3 staff member working closely and many more. She

Victor Vroom’s Expectancy Theory

Victor Vroom’s Expectancy Theory establishes and reveals a connection “between expected results and reward (Educational Business Articles, 2016). This motivational technique suggests that an employee’s outcome in an organisation is based on how hard they work. Vroom utilises three variables to justify this and they are Instrumentality, Valence and Expectancy. These variables portray the proverb of reaping what one sows, that it all depends on how hard an employee works to receive their outcome.