Problem statement
In many organizations, we could see many managers manage their organization or team with their own style, some be a pleasant manager and some don’t. Some people who work for the pleasant manager looks feel happy to work and more energy compare with them who work for the unpleasant manager/s.
Knowing the manager style will allow us know what should be done to managing the kind of managers.
The Feasible Alternatives:
- Douglas McGregor X and Y theory
- William Ouchi’s Z theory
McGregor X and Y Theory
Theory X (Authoritarian Management Style), this theory describes that the manager/management believe that:
- The average person dislikes work and will avoid it he/she can.
- Thus, most people have to be forced with threat of punishment to work towards the organization objectives.
- The average person prefers to be directed, to avoid responsibility, relatively unambitious and want security above all else.
While
The Theory Y (Participative Management Style), this theory describes that the manager/management believe that:
- Effort in work as natural as work and play
- People will apply self-control and self-direction without external control or threat of punishment.
- Commitment to objective is a function of reward associated with their achievement
- People usually accept and often seek responsibility.
- The capacity to use a high degree of imagination, ingenuity and creativity in solving organizational problems is widely, not narrowly, distributed in the population.
- In industry the intellectual potential of the average person is only partly utilized.
McGregor X and Y theory is mainly focus on management and motivation from the manager and organization perspective.
It could easily recognize the managers with the X style are the “unpleasant” manager. As it will have some characteristic that most of the people dislike such as:
- Result and deadline driven
- Intolerant
- Distance and detached
- Aloof and arrogant
- Short temper
- Shouts
- Instruct, direct, edict
- Issue threat to make people follow instruction
- Demands, never ask
- Do not participate
- Do not team build
- Unconcerned about staff welfare or morale
- One Way Communication
- Poor listener
- Etc
Then now how we manage those kind of X style managers? There are some ways to manage those kind of managers, the first of all is to avoid confrontation, avoid conflict, straight to the point, give the result not the process, be on time and set your own objectives, we know that deal with this kind of manager will make some people headache. The higher workers turn over mostly caused by the X style manager.
William Ouchi Z Theory, it advocate the best on McGregor Y theory combine with “Japanese” management style, that give the freedom and trust to the workers and assume that workers have a strong loyalty and interest in team-working and the organization. Theory Z focus on caring and good relationship of worker and manager, it believe that strong social relationship will improve the productivity.
The conclusion:
For easily remember the X style is the “Bad” style and Y is the “Good” one. The X and Y theory focus on management while Z theory believe that strong social relationship will build the loyalty to the company. The manager should pick the right management style by considering local context and culture. Here in my company in Indonesia which is mostly employed local people with low profile and politeness, will be suitable to use the Y and Z managerial style.
References:
What is William Ouchi’s Theory Z of Leadership?, retrieved from: http://www.businessmate.org/Article.php?ArtikelId=225
Douglas McGregor’s XY Theory, managing an X Theory boss, and William Ouchi’s Theory Z, retrieved from :http://www.businessballs.com/mcgregor.htm
Theory X and Y, retrieve from: http://www.accel-team.com/human_relations/hrels_03_mcgregor.html
