Theory X Organization Structures In The Usa

By Author: Steve Wilheir
Total Articles: 5
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In today's American business environment, Theory X is rarely understood to be the best management principle, and the majority of businesses use its opposite, Theory Y. Dr. Douglas was the one who created Theory X, which states workers are usually lazy and instinctively don't want to work and will try to escape their responsibilities whenever they can. This theory implies that employees need close supervision plus a system of reward and punishment to keep them in line.

Theory Y by McGregor states that employees care about work, while the issue of work responsibility is not something that they have an innate aversion to. Employees are a good contribution for a firm whenever they are given the chance for input. In contrast to this theory is Dr. Douglas' approach which opposes that of McGregor. Companies in US base the supervision of their employees on these definitions; a close supervision indicates the following of Dr. Douglas' model rather than McGregor's principles scheme.

Such organizations think that staff needs to be watched carefully because they are not naturally attracted to their job and obligations. It ...
... is not always easy to determine which organizational hypothesis is appropriate for which company. However we cannot totally rule out Douglas' hypothesis, even though the hypothesis proposed by McGregor seems to be a perfect fit for most companies.

It is strictly based on the type of job and the organization that one has to select the most appropriate management theory for it. With the advancements in communication technology of modern world, it is easy for the managers to monitor the work of their subordinates. Even though many companies rely on productive thinking and planning as an administrative technique for the better outcome, close supervision with the use of technology is also exists in the modern economy.

In addition, educational qualifications, jobs skills, licensing and training are key selection criteria on which applicants are judged for most jobs today. Due to this, only applicants who are both qualified and interested in the job would apply for the role. As a result, McGregor's theory works better than 'Theory X'. However, there are some jobs where close monitoring is required: those where handling money or personal information is involved, for example. The degree of supervision required is dependent on what the job role entails.

There are a lot of new technologies available, including cameras that make it possible for employers to watch the employees. Consequently, managers can the focus their efforts on strategies on optimizing the company's outcomes. For example, they can work on the marketing department, or work to produce more innovative solutions to existing problems, or new deals that might be of benefit to the company. Training can also be provided to staff on issues that require attention on a personal basis. Working with the staff on an individual basis can bridge the gap between employers and employees. This bonding may increase the positive attitude of the company, which in turn would also improve its functionality. Getting the staff confident enough to speak up about their issues and also taking in their suggestions can bring the company closer to success.

Steve Wilheir is a project manager. Check out his blog at project-management-course.info to learn more about theory x and the theory x company and how to tell which type you work at.