Limitations of McGregor's Theory X Theory Y
What is theory x?
-> Managers believe that most of the people are self-centered
-> Motivated by only physiological and safety needs
-> The team have negative elements (lack of ambition, creative ideas, problem solving skills, avoid taking risk)
-> Managers in this theory 'distrust' their employees, therefore leads them to be authoritarian
What is theory Y?
-> Managers set their trust into their employees
-> They believe employees have their own set of skills and perform well in one or many parts of the project/work
-> They also believe, the team would take responsibilities, risks, and are self-disciplined.(blank cheque)
-> Last but not least, most employees are motivated by the matter of needs which actually is as contrast as the Maslow's Hierarchy of Needs
Limitations
->the methodology was flawed ( as his sample does not fall at both end of the extreme instead to be on a continuum of both)
->A company rather should not focus on one theory as the working environment requires both theory to be on the table. (One person can 'wear many hats' and if an employee is exposed and involve alongside learning the authoritarianism side of his/her leader, he would know more 'tricks of the trade'.
Maslow's Hierarchy of Needs .
(Physiological needs) -> Air, water, food, clothing, and shelter
(Safety needs) -> Physical, environmental and protection
(Social needs) -> Need for love, affection, belonging, and friendship
(Esteem needs) -> Internal esteem and external esteem
(Self-actualization needs) -> Urge of becoming what you are capable off, need for gaining more knowledge, experience, creativity and finding room to grow.
Limitations
-> Not all employees has the equivalent set of needs (most powerful unsatisfied need motivates the individual)
-> 'Starving artist' issue (basic needs not satisfied yet striving for fame and recognition)
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