Introduction
In the general organisation in the work place, individual performance greatly relies on motivation. A highly motivated individual works hard and better to give the best results. Indeed, various theories such as the Maslow’s hierarchy theory, Adams’ Equity theory, Frederick Herzberg motivational theory and even Douglas McGregor's XY Theory
The task therefore, is to determine how and what can be done to motivate an individual worker. Adams’ equity theory states that there are a number of factors, however small, that affect the way that an individual perceives or even relates with his or her boss and ultimately his or her job. In this case, however, I will concentrate on the motivating factors according to Douglas McGregor's XY Theory. The theory involves tests that can be used to determine the managerial practices that best motivate an individual worker.
McGregor did come up with a theory test that may be used to analyze individual preferences in the work situation as pertains to management. The X-Y theory as it is known, involves taking a question and answer test in which scores on a scale of 0 to 5 are awarded to each question. The summation of the figures to each of the 15 questions helps in determining individual preferences on management and how the actual situation is. The results are categorized either as X or Y depending on the total score. In studying the results of both tests taken, one is able to determine what factors actually motivate an individual worker to perform better.
How the X-Y theory test works
Two tests are administered to the individual. Each test deals with a specific subject area; the first test analyzes the personal experience of an individual on the management style at their work place while the second test analyzes individual preferences on the individual management style to best determine what motivate them to work better and harder. From the results of each test, an individual can either be labeled to have X or Y preference. The factors in either X or Y and further be analyzed to come up with the motivating factors for an individual.
Results from the X-Y Theory test
The results for the two tests that I took were as follows:
Test 1: Situation and management style = 32 (generally X theory)
Test 2: Preference on management style= 61(strongly prefers Y theory)
I have a high preference for y theory while my employer or work situation generally prefers X theory. This makes the two of us complete opposites making it a strained working relationship starved of motivation.
Analysis of results of test in terms of working experience
Observing the results, it is quite evident that my work experience is not exactly what I would prefer it to be. In such a case, I find it quite difficult to be motivated to carry out my duties in the office. Most of the problems come in the form of management that is adopted by my employer. Not almost every practice adopted by the company fits the criteria that I consider to be the best for me to be motivated. Actually, only one thing out of the fifteen that were in the test matches my preferences and tastes. The item happens to be the manner, which the company informs the employees of it targets, and goals.
Other items greatly vary with my expectations diverging from the company norms and practices. To start with, at the work place, the boss happens to be quite mean and not at all helpful. The manner in which he barks orders at the employees hardly matches what I would consider a friendly yet authoritative way of requesting employees to carry out their duties. Hardly are suggestions invited from the employer on what could be the best way to carry out our duties. In ideal situation, I would prefer that my opinion and suggestions be a part of the way the company is run if I am to be motivated.
In performing of my duties, the boss is always on my case making it hardly a good working relationship between the two us. Hardly does an employee perform his or her task without interference from the boss or the manager. If it were up to me, I would prefer if I were left to my task. According to McGregor’s theory of motivation, a person with high preference for Y theory has self directed and driven motivation to perform at the highest level if left to do so. It is with exact effect that I find myself hard to come by motivation due to lack of freedom in performing my duties.
In relation to the Maslow’s hierarchical needs theory, for individuals to be highly motivated, they have to have achieved self-actualization. Self-actualization can come as a systematic process with requirements such as self-esteem coming into play. However, the situation in the work place is not so much encouraging for the employee to build self-esteem. Being shot down constantly by the boss for our efforts or even not being recognized when we have performed exemplarily does not help to this cause. There has to be a sense of fulfillment if objectives are achieved in order for a Y theory employee to be highly motivated.
Under normal circumstances, I would prefer extra responsibility in my line of duty. However, the boss is quite untrusting that he hardly ever assigns extra assignments to willing employees. According to McGregor, drawing from Maslow’s theory of needs, the absence of motivation could be due to satisfied needs. The fact that the company performs well financially, it gives the boss no pressing need to request extra effort from the employees except for those assignments given to them. The only pressing need for money of the company is to satisfy the lower needs of the employees.
Fourth, one aspect of Y management that is in application in the company is that of decentralization. Responsibilities are divided among different employees making the process of achieving company goals quite easy. This however makes it difficult for employees to get their problems to the top management. Hardly do employees get the opportunity to sit down with the boss at the top of the chain to discuss their problems or challenges.
Finally, a close examination of the McGregor’s theory of motivation, because x management style in a company hinders the achievement of higher-level needs for the workers, the only satisfaction that can be derived is by requesting higher compensation packages. This is quite true for employees in the company since the pay packages surpass those of most competing companies. This keeps the employees quite and just take all that is served up to them. Hardly anyone ever quits despite the working conditions not being conducive.
In conclusion, a close analysis of the results from the test, I found out that I strongly prefer Y theory at the expense of the X theory. On the other hand, the company prefers X management in its operation. This makes the situation difficult either for the employer or the employees. In my case, as an employee, I stand to have a different opinion to the actual practices of the company. The work environment is not that encouraging for achievement of personal goals.
References
Erdogan, B. & Bauer, T. (2010). Organizational Behavior. Flat World Knowledge.
Chapman, A. (nd). Motivation Resources. Retrieved from http://www.businessballs.com/motivation.htm
Chapman, A. (nd). Abraham Maslow's Hierarchy of Needs motivational model. Retrieved from http://www.businessballs.com/maslow.htm
Chapman, A. (nd). Maslow's Hierarchy of Needs Self-Assessment. Retrieved from http://www.businessballs.com/maslowtest.pdf
Chapman, A. (nd). Adams' Equity Theory. Retrieved from http://www.businessballs.com/adamsequitytheory.htm
Chapman, A. (nd). Herzberg's Motivation Theory. Retrieved from http://www.businessballs.com/herzberg.htm
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