FPT UNIVERSITY- CAMPUS CAN THO

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INDIVIDUAL ASSIGNMENT [MGT103]

TOPIC: According to Griffin (2016, p. 15), Theory X and Theory Y developed by Douglas
McGregor examine two distinctive perspectives of those in management position toward their
subordinates. Discuss and analyse how your real-life experience reflected Theory X and
Theory Y.

Student name: Trần Thành Đạt

Code: CS160981

Class: BI1603

Email: datttcs160981@fpt.edu.vn

Cần Thơ, 10/2021

Table of Contents
1. Content of the Paper..................................................................................................................3
Introduce....................................................................................................................................3
Body............................................................................................................................................3
Conclude.....................................................................................................................................5
2. Reference List:.............................................................................................................................6

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1. Content of the Paper

Introduce
What drives our employees to work every day? Many people get satisfaction in their
work and grow further and further away with it. While others have it, it's an extreme
image, because it's simply their job to survive. The employee workforce question has
been studied by managers and social psychologists for decades, trying to find approaches
to successful management.
Social psychologist Douglas McGregor explained two contrasting theories of force and
people management in the 1960s: Theory X and Theory Y. According to McGregor,
Theory X, and Theory Y reflect two sets of Trusted. the news that various managers have
about their companies. Theory X is an analogy for pessimism and negativity towards
workers and is consistent with the point of management science. Theory Y is more
positive and representative of the authors put forward by proponents of the human
system.
This is a program that examines managers' beliefs about what motivates and motivates
their employees. This trust affects how they treat employees. By understanding
performance authors, you can change your management for better performance.

Body
Management style is strongly influenced by your beliefs and authorship about what
motivates employees. If you believe that employees do not like the work they are doing,
you will tend towards an authoritarian style of management. On the other hand, if you
think employees take pride in their work, you'll be more inclined to adopt a more active
participation style.
Theory of X
This theory of the human character is doesn't affect and does not like to work, and this is
promoting an authoritarian management style. According to this view, the manager must
be proactive to get the job done. This management type assumes that employees: People
don't like the job and try to ignore it. People don't like their jobs, so managers have to
check, direct, coerce, and intimidate employees into working up to the organization's
standards. Everyone directs, decides responsibility, and wants security; they have a bit of
ambition.
This theory X was evident to me in the club I joined in college. I used to manage a small
group in Lost in the University and clearly see Theory X in this situation. I work in the
content production department, we have to regularly create content and update the club's
fan page. Our work is very heavy and sometimes people are also busy with their studies
in class and outside individuals, so it is doubled when members are often late with posts
on fan page. Make fan page not create produce a lot of content Attractive and slow
interaction. People gradually lose their creative ability and lack responsibility for work
and people in the team. Sometimes the board of directors and I have to constantly check

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and direct everyone's work and use it as a tougher measure for everyone to accomplish
the club's goals.
Type X organizations tend to be "evil heads and tails". Managers and supervisors must
check on employees at all times. And as without any powers.
The actual X-type employees are often in the minority, but in environments such as large-
scale manufacturing, Theory X may not be avoided. Typically Samsung, Apple, or other
manufacturers.

Theory Y
This theory could not be the current manager type with little join. It assumes that
employees are happy to work, motivated, and creative, as well as fit to work with greater
responsibility. It assumes that employees: People don't naturally like work; Work is a
natural part of their lives. People are internally motivated to achieve the goals they have
committed to. People align with goals to the extent that they receive personal rewards
when they meet their standards. People can make new changes in their work to solve
organizational problems. People are very smart, but in most event organizers, their
functions are not fully utilized.
In our content production team, most of you are marketing majors, so we have the
advantage that you have the expertise and creativity that are suitable for content
production. Fan page. People see the production of content for the fan page as a place to
talk about club events, as well as a place to tell about stories that happened at school and
people also see it as a hobby. for your work. Everyone always motivates each other to
achieve goals and achieve results for club events. Because of the inherent creativity in the
profession, there are always many creative ideas available to achieve the club's goals and
there are always many solutions to solve the club's problems. For example, our club
inherently operates in departments such as content department, events department, media
board, so sometimes we lose the connection in the club, so people have proposed to form
teams where In each team, there are enough parts for everyone to bond and support each
other's work well.
This type of management tends to be more widely adopted. In type Y organizations,
people at the lower levels are involved in decision-making and more responsible.
In summary, the Theory X management style has an important place in large-scale
manufacturing operations and unskilled manufacturing jobs. Many of the principles of
Theory Y are widely applied by types of organizations that value and encourage
participation. Theory Y management style is suitable for knowledge work and
professional services.
Many managers believe that the hypotheses of Theory Y are more reasonable than
Theory X. However, there cannot be only one choice to apply everywhere, all the time.
While supporting Theory Y, it may still be necessary to behave according to Theory X if
necessary.

 
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Conclude
Through the analysis of theory X and theory Y, it helps us to understand more about
human resource management knowledge. Each theory has its good and bad points.
However, because management is still an art, not rigid, so the combination of the two
theories is completely possible, and how effective it is depends on each manager.
Understanding assumptions about what motivates employees, and how these beliefs
affect how employees behave, will help you manage more effectively. This is very
important for global managers.

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2. Reference List:

1. Fundamentals of Management (Ricky W.Griffin);  plus one ( 1) other credible

source: journal article or book.
2. Theory X and Theory Y: http://www.netmba.com/mgmt/ob/motivation/mcgregor/

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