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 TABLE OF CONTENTS

A. INTRODUCTION.....................................................................................................3
B. PREREQUISITE KNOWLEDGE...........................................................................3
I. THE HAWTHORNE STUDIES.........................................................................................3
II. THE HUMAN RELATIONS MOVEMENT.................................................................4
C. PERSONAL EXPERIENCE....................................................................................5
I. Identify the application of Theory X and Theory Y in the management
style.......................................................................................................................................................5
II. Success and failure of each management approaches.................................................6
D. CONCLUSION..........................................................................................................7
E. REFERENCES..........................................................................................................7

LIST OF FIGURES

Figure 1: Workers during the Hawthorne Studies........................................................4

Figure 2: The assumptions of Theory X and Theory Y. (Source: Griffin
2015).................................................................................................................................. 5
Figure 3: Personal perspectives of the management method of former Head
of Academic...................................................................................................................... 6
Figure 4: Personal perspectives of the management method of latter Head of
Academic........................................................................................................................... 7
A. INTRODUCTION.
In business, the concept of management is indispensable. Management can be
defined as a set of actions (includes planning and decision making, organizing,
leading, controlling) conducted to monitor organizations’ resources (human,
financial, physical, and information). These factors are enforced to reach an
ultimate aim: accomplishing organizational goals with efficiency and
effectiveness. By efficiency, it means using resources wisely, in a cost-effective
way. By effectiveness, it means making the right decisions and implementing
methods well to expect wanted results.
B. PREREQUISITE KNOWLEDGE.
I. THE HAWTHORNE STUDIES
Among the crucial factors contributing to successful management, human
element could never be underestimated. Hawthorne Studies, conducted near
Chicago at Western Electric’s Hawthorne plant in the 1920s, is one of the studies
conducted to determine the link between human behaviour and productivity at
workplace. The Hawthorne Studies discovered that workers were highly
responsive to social factors, these include additional attention from their
managers and recognition for their work. The studies also found that although
financial stimuli are important, social issues bring equal effectiveness to workers’
productivity.
 II. THE HUMAN RELATIONS MOVEMENT.
The human relations movement, which grew from the Hawthorne studies was a
popular approach to management for many years. It proposed that workers
respond primarily to the social context of the workplace, including social
conditioning, group norms, and interpersonal dynamics. (Griffin, 2015). There
were two writers who actively advanced the human relations movement,
Abraham Maslow (1908–1970) and Douglas McGregor (1906–1964).
To best represent the nature of this movement, Douglas McGregor’s theory X
and theory Y model is used. The two theories thoroughly explain managers’
extreme belief sets towards their employees.
Definition:
- T FIGURE 1:hWORKERS DURING
e o AWTHORNErSTUDIES.
THE H y
pessimistic and negative view of workers consistent with the views of
scientific management (as cited in Fundamentals of Management, 2016,
p.16).
- Theory Y: A positive view of workers; it represents the assumptions that
human relations advocates make (as cited in Fundamentals of
Management, 2016, p.16).
 FIGURE 2: THE ASSUMPTIONS OF THEORY X AND THEORY Y.
As a (SOURCE: GRIFFIN 2015)
whole, Theory X gives importance to supervision (scientific management), while
theory Y stresses on rewards and recognition (the human relations approach).
According to McGregor, theory Y is the more appropriate philosophy for all
managers and has widely influenced the thinking of management.
C. PERSONAL EXPERIENCE.
I. Identify the application of Theory X and Theory Y in the
management style.
I have experience working at numerous English centers, one of them is an online
center for children (I would prefer to kindly keep the center’s identity
anonymous). I am currently working there as a teacher as well as a staff of their
Academic Team. By far, I can relate the management method of the former and
latter Head of Academic to both theory X and theory Y. Below are the graphs
summarizing my experiences working with them.

THEORY X

The former Head of Academic was

Keep a stable mindset that Staff
always concern that staff members
members tend to avoid responsibility
needed to be directed, or else they
if not supervised.
would not perform well.

FIGURE 3: PERSONAL PERSPECTIVES OF THE MANAGEMENT METHOD OF

FORMER HEAD OF ACADEMIC.
 THEORY Y

The latter Head of Academic holds a

Believes every individual has the
belief that staffs are willing to accept
innovative potential in solving
responsibilities and always respect
organanizational problems.
their outcomes

FIGURE 4: PERSONAL PERSPECTIVES OF THE MANAGEMENT METHOD OF

LATTER HEAD OF ACADEMIC.

II. Success and failure of each management approaches.

Former Head of Academic (Theory X):
- Success:
o Suitable for high times (beginning of the school year,
employment seasons….) when there were sheer number of
employees and tight deadlines.
 The adoption of theory X is unavoidable since the Head needs
to supervise whether staffs are making progress.
o Theory X was successfully applied when new employees
entered the workplace.
 Managers needed to supervise and guide them through their
work.
- Failure:
o The former Head of Academic holds the belief that staffs are
not pleased with their tasks.
 Staffs feel disrespected, and their commitment is not recognized
by the leader.
 o Theory X is not suitable when managing a team of
experienced workers, who are used to working under their
own initiative, and need little direction.
 When the leader used theory X to approach this segment of
workers, it had a demotivating effect and also damaged the
leader-employee relationship.
Latter Head of Academic (Theory Y):
- Success:
o The latter Head created a mutual respect atmosphere, where
ideas of both leaders and employees are recognized. For
instance, when new policies are being proposed, the Head
would organize meetings to ensure everyone is consent to
the changes.
o If improvements are needed to be made to the teaching
curriculum, teachers are trusted for that task, as the Head
believes only teachers themselves understand teaching
approaches.
 This gives subordinates a sense of respect which makes them
feel connected to the workplace.
- Failure:
o The leader adopts a Theory Y approach that gives people too
much freedom.
 Allow low self-discipline individuals to stray from their
objectives or lose focus.

D. CONCLUSION.
After analysing the management method of two leaders who embraced Theory X
and Theory Y along with our understanding of both theories, we can draw a
conclusion that each theory has its own pros and cons. However, it largely
depends on our organization’s needs, wants and objectives to choose the most
appropriate managing approach. Human, nevertheless, are more prone to favor
one over the other. For instance, we might prefer to let subordinates have
freedom in their tasks, or conversely, feel more reassured when tightly control
employees’ work.
To conclude, our assumptions and assessment of each worker will mainly
determine our management style. Additionally, continuous update of workers’
progress should never be ignored. Only by doing so can we figure out which
approach we should support to effectively lead an organization.
E. REFERENCES.
Reading: The Hawthorne Studies | Introduction to Business (lumenlearning.com)
What is Theory X & Theory Y? Definition of Theory X & Theory Y, Theory X
& Theory Y Meaning - The Economic Times (indiatimes.com)
Theory X and Theory Y - Team Management Training from MindTools.com
Theory X and Theory Y - Team Management Training from MindTools.com
Fundamentals of Management (Ricky W.Griffin)