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You can learn another team management skills, like this, by joining the Mind Tools Club. Most managers will likely use a mixture of Theory X and Theory Y.
You may, however, find that you naturally favor one over the other. You may use a Theory X style of management for new starters who will likely need a lot of guidance, or in a situation that requires you to take control such as a crisis.
If you did, it would likely have a demotivating effect and may even damage your relationship with them. However, both theories have their challenges.
The restrictive nature of Theory X, for instance, could cause people to become demotivated and non-cooperative if your approach is too strict.
Conversely, if you adopt a Theory Y approach that gives people too much freedom, it may allow them to stray from their key objectives or lose focus. Less-motivated individuals may also take advantage of this more relaxed working environment by shirking their work.
If this happens, you may need to take back some control to ensure that everyone meets their team and organizational goals. Circumstance can also affect your management style.
Theory X, for instance, is generally more prevalent in larger organizations, or in teams where work can be repetitive and target-driven.
In these cases, people are unlikely to find reward or fulfillment in their work, so a " carrot and stick " approach will tend to be more successful in motivating them than a Theory Y approach.
In contrast, Theory Y tends to be favored by organizations that have a flatter structure, and where people at the lower levels are involved in decision making and have some responsibility.
Your assumptions and how you assess your people's needs and wants will likely be the biggest influencers on your management style. However, it's important that you challenge your assumptions and review your team members' individual requirements regularly.
This will allow you to adapt your approach appropriately. It describes two contrasting sets of assumptions that managers make about their people:.
Though your assumptions about what motivates your people will likely have the biggest impact on which of these two approaches you take, your choice can also be shaped by several other factors.
These include your organizational structure tiered or flat , the type of work that your people do repetitive or challenging , and their skill level amateur or experienced.
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Warning Your assumptions and how you assess your people's needs and wants will likely be the biggest influencers on your management style. It describes two contrasting sets of assumptions that managers make about their people: Theory X — people dislike work, have little ambition, and are unwilling to take responsibility.
Managers with this assumption motivate their people using a rigid "carrot and stick" approach, which rewards good performance and punishes poor performance.
Theory Y — people are self-motivated and enjoy the challenge of work. Managers with this assumption have a more collaborative relationship with their people, and motivate them by allowing them to work on their own initiative, giving them responsibility, and empowering them to make decisions.
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