( First response with one resouce. Keep them sepreate)
21 hours agoCisiro Johnson
Unit 7, Discussion 1
COLLAPSE
Management by objectives (MBO) is a concept that describes how businesses run in relation to their own internal aims and objectives (Netting et al., 2017). Setting goals for the entire organization serves to unify managers’ efforts while motivating them; it lacks a detailed theory (Antoni, 2005). In order to build an organizational design, Drucker (1954) recommended starting with the desired result and working backward (Netting et al., 2017). Businesses that adhere to MBA principles enhance cooperation and teamwork (Netting et al., 2017). The fact that MBOs are sent to all employees and emphasize a distinct objective through a worker’s statement is a benefit (Netting et al., 2017).
Traditional management and organizational structure theories, such as Theory X, make the following assumptions about human nature: people try to avoid work at all costs; people must be coerced into working toward organizational goals because they detest working; people require close supervision because they lack initiative (Netting et al., 2017). It was overbearing and domineering in McGregor’s eyes (Netting et al., 2017).
In contrast, Theory Y postulates that management’s duties are to identify higher order demands of employees and create organizations that enable them to meet these needs. Its premises, in contrast to theory X, are that people enjoy working, take initiative, and working toward goals they are committed to, that people seek responsibility and can be trusted to get the job done, that most people can be creative in solving organizational problems, and that people typically don’t need close supervision (Netting et al., 2017).
MBOs’ focus on results and reorientation of management toward the issue of how to achieve desired outcomes is both a strength and a drawback (Netting et al., 2017). Organizations have a flaw in that they focus on the tiny steps required to achieve intermediate goals, which can cause them to lose sight of their long-term ambitions (Netting et al., 2017). With theory Y, managers are more likely to identify the higher order demands of their employees and broaden their knowledge of potential motivators (Netting et al., 2017). Theories X and Y were both intended to enhance management.
I would say that Theory Y is most applicable to the organization than I work with. Within this organization, management doesn’t hover like helicopters. Management gives marching orders and trust that the teams that they lead will deliver as they aim to reach their daily goals.
References:
Antoni, C. (2005). Management by objectives–an effective tool for teamwork? International Journal of Human Resource Management, 16(2), 174-184. https://doi.org/10.1080/0958519042000311381
Netting, F.E, Kettner, P. M., McMurtry, S. L., & Thomas, M. L. (2017). Social work macro practice (6th ed.). Boston, MA: Pearson
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( Second response with one resource keep seperate)
Jazzilynn Breland
Week 7
COLLAPSE
“Theory X includes traditional views of management and organizational structure such as those of Taylor, Weber, and others, which, McGregor argued, make the assumptions that human beings try to avoid work at all costs. Since they dislike working, human beings must be pressured into working toward organizational goals, and the fact that they have little initiative, human beings need close supervision. Theory Y assumes that the task of management is to recognize workers’ higher order needs and design organizations that allow them to achieve these needs. Theory Y assumes that people naturally like to work. Human beings like to take initiative and enjoy working toward goals to which they are committed. Human beings typically seek responsibility and can be trusted to get a job done. Most human beings have the capacity to be creative in solving organizational problems. Lastly, people do not normally require close supervision.” Netting, F. E., Kettner, P. M., McMurtry, S. L., & Thomas, M. L. (2016).
The weakness of Theory X is that it assumes the worst of employees/humans regarding motivation and productivity. That would most likely create a toxic, not so pleasant work environment if management held that mentality. The weakness of Theory Y that it assumes that everyone is a self starter and ethical. I think using both of these theories in partnership with one another would be a strength and would bring balance to an organization. I work as a CNA currently and Theory Y could be used an any health care organization most of the time. Once a nurse or cna learns nursing skills/duties it becomes second nature. Most working health care positions are action oriented personality types and do not need micromanagement.
Reference:
Netting, F. E., Kettner, P. M., McMurtry, S. L., & Thomas, M. L. (2016). Social Work Macro Practice (6th Edition). Pearson Education (US). https://capella.vitalsource.com/books/9780133948578
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