Question

You start your first day at work as a supervisor in a manufacturing plant. You call your employees together to discuss your vision for the future of the department. You start out by talking about how well trained they are and how proud you are to be working with them, but the last supervisor got fired because your group was under performing. You talk about the importance of motivation and end up discussing the potential end of the year pay bonuses that are given out if the department performs at a challenging, but attainable level.  When you ask for questions at the end, one of your employees raises their hand and asks, "How can we be sure that the company will give us these bonuses you're promising? Last year, they promised the same thing, we achieved the goals they set for us, and then we didn't get our bonus! If they don't pay, we don't play!". This is the first you've heard about this, but you did take a Management class that discussed this phenomena. Describe the theory that explains the lack of effort on the part of the employees. What can you do to resolve this issue?

Answer 1

Douglas McGregor developed Theory X (authoritarian) and Theory Y (Participative). Theory X states that employees cannot work in the absence of incentives; it holds pessimistic view of employees. Theory Y holds optimistic view of employees; it states that employees want to work in all situations.

As a manager, he or she can resolve these issues by motivating employees for better jobs and ensure them that they will get incentives and rewards. Build trust in employees’ mind that you will give what you promised if the desired or set target is achieved.