How to be a desirable Manager

Objectives: To share my learning on motivation and management styles.

Douglas Mcgregor,  an American famous sociologist proposed the famous  

X- Y theory in his book ‘The Human Side Enterprise’. He made the simple yet powerful observation that managerial practice often expresses some very deep assumptions about the nature of human beings: Two competing theories about human nature-

   Theory X which is more conventional which emphasis that workers just don’t love their work and  harnessing the human energy is the management’s role. One key aspect to Theory X management is that   people are the first to blame, not processes

   Theory Y gives its importance to management by objective and maintains human beings are the shapers of their life. ‘Give them water and let them bloom.’ 

For more details on the theory you can read here and here.

So this leads to 4 different cases:-

1 - Theory X Manager assumes LAZY workers as LAZY and makes them work

            When a Theory X Manager assumes LAZY workers as LAZY and uses close supervision, a greater control of behaviour on workers to work, the use of these forces will create counter forces from the side of workers and he may find it hard to achieve desired output, hatred against the management etc. This style of management will take organizations no-where and therefore should be avoided.

 
2 - Theory X Manager assumes NOT LAZY workers as LAZY and makes them work 

            NOT LAZY workers love their work, are self-motivated and want to contribute towards the organisational goals and objectives. When a Theory X Manager assumes NOT LAZY workers as LAZY and makes them work using greater level of control often problems of trust, lack of innovation arise. The objective and targets of an organization may be achieved partially but organization will find it tough to excel.

3 - Theory Y Manager assumes LAZY workers as NOT LAZY and makes them work 

            When a Theory Y manager assumes LAZY workers as NOT LAZY and makes them work, he should use the tools of proper direction, delegation of jobs and should create a better culture of opportunities and growth with proper guidance among the workers, which in turn will motivate workers to shred the lazy attitude they posses and may take organization to higher levels. The managers need to use the power of conviction and be a true leader.

4 - Theory Y Manager assumes NOT LAZY workers as NOT LAZY and makes them work 

                        This is real WIN-WIN situation for any organization as the culture is very positive and achievement of organizations goals and vision is easier as the alignment of the two forces is in the same direction.  

My Understanding and experiences:

'You can't command people to do their best; they can only command that of themselves'- Bob Nelson

The human behaviour in an organization is approximately what management perceives it to be and is considered tough to manage. It is how they generally behave and this behaviour is not a consequence of man’s inherent nature. It rather depends on a no. of factors like the nature of organization, their management philosophy, policy, and practices. My experiences in my company gave some insight into it- some workers were perceived by the management as lazy and lacking ambition and therefore managerial approach emphasised total control even though their behaviour was affected because of tougher working conditions and lack of incentives in the industry. So managers need to be more open in their approach and should primarily try of creating opportunities, releasing potential, removing obstacles, encouraging growth, providing guidance. My experience with my manager taught me that if we create such a culture even a person from whom we expect zero contribution gives his level best and definitely plays his part in the job. But there will be some conditions and cases where you have to lead in theory X style because in industry people are accustomed to proper direction, strict guidance and greater control.

So, the key to being an effective manager is not to cling to one style over another in all situations but to learn to analyze a situation and adapt your style of management accordingly.

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