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: Nguyễn Thành Đạt

Code: CS161038

Class: BI1603

Phone: 0868155915

Email: DatNTCS161038@fpt.edu.vn

Cần Thơ, 21/10/2021

I. INTRODUCTION........................................................................................................................ 3
II. MY PERSPECTIVES AND EXPERIENCE................................................................................3
1. THEORY X..........................................................................................................................................3
2. THEORY Y........................................................................................................................................4
III. CONCLUSION........................................................................................................................ 5
IV. REFERENCES........................................................................................................................ 5
 I. INTRODUCTION
Human resources are an important part to operate and developing the company's
working apparatus. Therefore, in order to manage human resources effectively, managers
need to devise specific and effective strategies in management. Human resource
management is a factor for companies and organizations to manage employees, helping
them to maximize their professional capacity and be dedicated and loyal to the company.
Employee behavior is managed and carried out under the direction of managers. As we
all know, to operate a machine we have to understand how to use it. It is similar to human
resource management. Managers need to understand employee psychology and behavior
to make decisions. Douglas McGregor, an American social psychologist, has conducted
psychological and behavioral studies of people in the workplace. In 1960, he proposed
two distinct views of people: A fundamentally negative view, known as Theory X, and a
fundamentally positive view, called Theory Y. 

II. MY PERSPECTIVES AND EXPERIENCE

1. Theory X
Douglas McGregor's Theory X was synthesized at the time based on studies in
Western factories. Until now, it is still an important theoretical basis to help managers
come up with employee management strategies. It has a few shortcomings that need to be
addressed because, according to Douglas McGregor, this is a negative theory. Here are
some of his views on human nature at the time.
 They do not like work and sometimes try to avoid it.
 Due to the nature of avoidance of work, they will be closely followed, forced to
control by managers with the aim of accomplishing the goals that the company
wants.
 They do not want to be held accountable for problems, so they have little ambition
and want guidance.
In fact, theory X is still valid to this day. As for myself, although I don't have much
time and experience to go through everything. But somehow, I understand that Douglas
McGregor's Theory X is alive and useful in our lives. There are many instances in my life
where Douglas McGregor's Theory X has helped me realize human nature. Although
only a sophomore, a person who has not had much experience in life, especially in
managing a team. But I was the team leader in my freshman year. It was quite difficult
because it was my first time as a team leader and meeting new friends. First of all, almost
no one in the group can elect their own leader. They assume that being a leader will
shoulder a lot of responsibility and will be noticed for excellence. You can clearly see
how well theory X has been applied. It also makes a team leader like me think about how
to run the team effectively. As a team leader, I understand that I am facing management
issues. I consider myself to be the leader and make decisions for everyone. My members
think so too. They assume that the tallest person will decide everything. Basically, I just
think that the members just want to complete the group work in order to get good grades.
They tend to work for themselves, not taking responsibility for their assigned work
issues. For example, I assigned this task to a team member to submit it on time. But this
member always refuses to do it as soon as it is assigned. As the deadline approaches, the
member starts working. Due to the lazy nature, refusing to work, the members' work is
very sketchy.
Douglas McGregor was right about human nature at work. In Theory X, human
behavior is underestimated, forcing managers to act as supervisors and monitor employee
activities. They depend on the administrator. Therefore, managers often have an
authoritarian, autocratic management style. Managers must actively intervene. Along
with what I showed when I was the leader. Members always need to be guided, paired
and supervised to create effective work motivation. Sometimes forcing yourself to use
harsh words to force, force otherwise you will not be able to accomplish the goal. For
example, I often threaten by lowering the total score of lazy members if they do not
complete the assigned task well. In fact, it is the effects of the members' behavior that
make me often distrust anyone. However, Theory X helped me re-examine myself and
adjust my behavior.
2. Theory Y
Draw from mistakes and negative views about employees. Theory Y was also put
forward by Douglas McGregor in the 1960s. Theory Y can be seen as a "correction" or as
further advancement of human resource management theory. 
 Workers are diligent people, they like their work and work like they are enjoying a
vacation.
 They can work on their own and take responsibility. No need for supervision, ep
forced. You can trust them to get the job done
 The potential within them is something hidden. Managers must use ways to arouse
it.
 They will work effectively if they achieve satisfaction, reward.
From the content of Theory Y, managers have a positive and good view of human
nature. I used to work part-time at a coffee shop so I understand these issues very well.
Personally, as an employee, I feel that managers apply Theory Y is popular. This is the
21st century, people have gradually become responsible and they are willing to take on
the assigned tasks. My manager will put his trust in the employees. Allow employees to
express personal opinions and views at work. Assign employees to important tasks
related to the restaurant's revenue and expenditure. Managers will not force employees to
work rigorously and will not evaluate their employees. Instead, they will manage by
giving employees a monthly self-assessment. Actively create motivation by rewarding
according to revenue and accompanying activities such as party organization, salary
bonus, etc. In addition, the evaluation of employees according to this theory Y is very
flexible. Management allows employees to set goals, self-assess their work performance,
make employees feel they are really involved in the organization's activities, from which
they are responsible and enthusiastic. Although theory Y has positive evaluations of
workers. But if applied inappropriately, it can lead to looseness in management and harm
to managers.
 III. CONCLUSION
Theory X and Theory Y are basic concepts about the nature of workers. In fact, to be
able to operate or manage well needs many factors. Theories X and Y are just the basics
that help managers come up with basic strategies for human resource management.
Therefore, managers should not rigidly rely on theories to operate working systems.
Understanding management styles also tells managers how to choose a management
perspective that is suitable for the management area. This is very important for
administrators.

IV. References
1. Markwell, J. (2004). The human side of science education: Using McGregor's theory Y
as a framework for improving student motivation. Biochemistry and Molecular Biology
Education, 32(5), 323-325.
https://iubmb.onlinelibrary.wiley.com/doi/full/10.1002/bmb.2004.494032050393
2. Bobic, M. P., & Davis, W. E. (2003). A kind word for Theory X: Or why so many
newfangled management techniques quickly fail. Journal of Public Administration
Research and Theory, 13(3), 239-264. https://www.jstor.org/stable/40604607
3. ThS.GV Mai Trường Thọ. (1/8/2020). Thuyết X và Y về tạo động lực
http://fit.ntu.edu.vn/gv-thomc/2020/08/01/thuyet-x-va-thuyet-y-ve-tao-dong-luc/
4. Griffin, R. (2021). Fundamentals of management. Cengage Learning.
Fundamentals of Management by Ricky W. Griffin (1).pdf