Theory X And Theory Y Essays (Examples)

Theory Y Theory X
Theory X / Theory Y

Theory X / Theory Y reflects Douglas McGregor's suggestion in The Human Side of Enterprise that managers tend to fall into two categories, in terms of how they see human nature. Theory X managers take a 'carrot and stick' approach when motivating subordinates. They assume that workers are inherently resistant to labor and will do all they can to avoid doing work so as to gain the maximum amount of profit for the least amount of effort. They may assume responsibility, but will do so for personal profit alone. Theory Y managers assume that workers are internally motivated, rather than externally motivated.

The essential problem with Theory X approaches, McGregor contended, is that once basic needs are satisfied, they are no longer motivational. Once a worker has enough money for life expenses and reaches a certain salary level, continually using money…

Theory X and theory Y
According to McGregor (1969), Theory X and Theory Y explain describe the differences in management styles and the behavior of leadership. He assumed that the leaders in organization have diverse views on the skills and motivation of the members of organization.

Theory X

Theory X is a management style which embodies autocratic leadership approach to leadership. The managers who are categorized as a Theory X leaders in general believe that the subordinates fail to live up to the corporate expectations hence assume that subordinates are just influenced with rewards as well as monetary rather than fulfilling the stated corporate objectives. This theory presumes that employees dislike work and they avoid responsibility, but will always seek directions when possible. The theory therefore requires the managers to be coercive and controlling and also to be ready in punishing the unwanted behaviors (Gitman & McDaniel, 2008, pg 240).…

ather than continually telling people what to do, Theory Y managers believe that people actually want to work and do a good job and that "people will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment" (Chapman 2013). The managers who have applied this philosophy to their leadership and show great trust and confidence in the ability of workers to monitor themselves and to exercise personal judgment have always been the most respected and well-liked in my experience.
Theory Y managers also believe that workers can be motivated by other aspects of their job such as duty and a commitment to serve. In general, almost all of my managers have acknowledged the tremendous risks officers undertake as part of their duties and realize that all persons involved in law enforcement have some sense of a higher duty or power they serve…

Douglas McGregor's Theory X and Theory Y
The work of Douglas McGregor, the renowned social psychologist at MIT's Sloan School of Management who studied the theoretical foundations of human motivation in the 1960's, was premised on a binary conception of managerial perception known as Theory X and Theory Y According to McGregor, managers practicing Theory X operate under the assumption that employees are inherently lazy and unwilling to pursue greater responsibility, while managers who adhere to Theory Y assume that their workers are ambitious in the self-motivated pursuit of personal goals, and these contrasting approaches viewing a workforce necessarily informs management's choice of leadership style. Under the working conditions fostered by Theory X, management must develop strict organizational controls to assure even minimal levels of efficiency, with managers providing close supervision to assure compliance, and punitive measures used as a threat-based incentive. Conversely, the liberated style of Theory Y management…

Leadership Styles
Theory X and Theory Y represents a dichotomous view of leadership-worker relations. Theory X "assumes that employees are naturally motivated and dislike working" (MindTools.com 2013). This theory leads to a conclusion of authoritarian management where employees need to be actively directed in their tasks and require significant supervision. Managers must supply the employees with motivation, or the work will not get done. Organizations that subscribe to this theory of motivation tend to be top-heavy, hierarchical, and with strict rules. Theory X is sometimes suitable for organizations like large-scale production environments, where there is little benefit to allowing greater employee freedom.

Theory Y, in contrast, emphasizes "a participative style of management that is de-centralized, assumes employees are happy to work, are self-motivated and creative, and enjoy greater responsibility" (MindTools.com, 2013). MUSE (2013) points out that the Theory Y style of leadership has become increasingly common in American society in…

( Place security above other factors-to reiterate increased pay seemed to be the primary motivational factor in improving work and this was rarely and option, so security was a primary concern but responsibility was not sought. Most lacked the confidence to attempt to obtain higher levels of responsibility. Ultimately most simply followed the rules to ensure they would still have their job on the next pay period.

The X theory aspects served as an introduction to work for many people. Teaching them the boundaries of the work environment as well as work ethic they may not learn otherwise. This transitional type job is an essential one in any capitalistic society as it shows people why they should seek higher order actions and thoughts, while it allows a place for those who never recognize this.

Theory Y Setting

Conversely, I have worked in settings were skilled individuals were sought to perform…

Long-Term Employment -- Japanese organizations tend to have longer employee cycles than U.S. companies. Many U.S. companies treat employees as replaceable parts. It is far more cost-effective and efficient to retain expertise than continually retrain. This keeps the knowledge base inside the company. Providing incentives for long-term employment, then, is an essential component of Theory Z

Consensual Decision Making -- hen employees feel that they have input into decisions that affect them, their jobs, and their daily processes, they are more likely to buy into those decisions and support change management.

Individual responsibility -- Moving away from 'the union mentality' and accepting measurement based on individual performance is tough for many Americans, but the balance between the group and the individual's participation actually empowers both.

Slow Evaluation and Promotion -- Rather than taking the short-term approach, as many American company's do, it is about the long-term strategy, not the monthly…

Ramifications of Theory and Personal Management Style:
As a manager, one of the most important skills is the ability to recognize differences in various employees. Certainly, in any vocational environment, some employees will fit the classic Theory X model, requiring definite objective standards for performance and constant supervisory attention. However, many individuals do not necessarily function in the manner described by Theory X, in which case, employing that principle and its underlying assumption may compromise the quality of their work as well as the intangibles that are conducive to a productive work environment over the long-term.

Specifically, Theory Y management practices (where appropriate) tend to correspond to much greater camaraderie and to the genuine best efforts of employees.

Conversely, Theory X is associated with decreased motivation and with the relative extinguishing of any sense of personal pride, joy, or genuine sense of responsibility at work and its replacement with a…

Conclusion

It is difficult to show which theory works best in practice, as every company has a unique environment and workforce (Daft, 2004). However, few would argue that Theory X is an outdated leadership style that does not promote success. According to Kopelman et al. (2008): "At the heart of McGregor's argument is the notion that managers' assumptions/attitudes represent, potentially, self-fulfilling prophecies. The manager who believes that people are inherently lazy and untrustworthy will treat employees in a manner that reflects these attitudes. Employees, sensing that there is little in the job to spur their involvement, will exhibit little interest and motivation. Consequently, and ironically, the manager with low expectations will lament that 'you can't get good help nowadays,' oblivious as to the actual nature of cause and effect. Closing the serf-reinforcing cycle, the manager feels vindicated; that is, his low expectations were warranted. Conversely, the manager who believes that…

MASLOW'S THOEY VS. HULL'S THEOY
Integrating Two Theories of Motivational Psychology

Maslow Hierarchy of needs vs. Hull's Drive eduction Theory

Motivation is common term, but it is not easily defined. This is due to the many studies, which provide different definitions for the term. While some define it as a set of beliefs, values, interests, others define it as a cognitive decision making process. For this paper, motivation is central to a set of processes, which induce, direct, and maintain actions towards an objective. It is not similar to job performance, but it is a contributor to job performance (Linder, 1980). Motivation is a crucial component in the workplace, which explains why organizations are borrowing concepts from the motivation theories. There are many motivational theories, but they either fall under the content or process categories. Content theories assume that individuals have similar needs, and process theories emphasize the importance of…

Person " Theories, advantages disadvantages current
ADVANTAGES AND DISADVANTAGES

Prior to discussing the advantages and disadvantages of the current theory/approach used within my workplace, it is necessary to elucidate just what sort of theory is most readily employed. The principle theory used is Theory X in which the management widely views their employees through the Person as Machine model. This theory states that management believes that the laborers are only working for monetary compensation. As such, the former believes that they must readily coerce the latter into being productive. The major disadvantage of the application of this theory is that it makes for an antagonistic, tense work environment. The employers are always monitoring and looking for ways to punish the employees in order to galvanize them into performing better, because "the underlying assumption…is that no worker wants to work" (Landy and Conte, 2013, p. 319). The disadvantage is that there…

Motivational Theories / Teamwork
L03.1

Recommendation to the Director of Highlands on potentially feasible leadership styles: Visionary Leadership Theory and Path-Goal Theory of Leadership.

The Visionary Leadership Theory is based partly on Max Weber's ideas of charisma and transformational leadership. This theory -- when implemented successfully -- creates trust in the leader, a "high commitment to the leader," high levels of "performance among followers," and a high "overall organizational performance" (Kirkpatrick, 2011). The visionary leader must have acute insight into the needs and values of his/her staff. The vision of the leader positively influences and motivates the followers. The visionary leader must have a "long-range vision of what his or her organization should become in ten, twenty, or more years in the future" (Kirkpatrick, p. 1616).

The leader must not only have charisma but also be able to "engage in several rhetorical techniques" that will motivate followers. Those techniques include…

McGregor's Theory X and Theory Y, Open Systems Theory, and in general a recognition of the complexities of what fosters and supports greater productivity on the part of people.
At this point the evolution of organizational theories begins looking at how the factors of the distribution of knowledge, the integration of process for knowledge management, and in general the recognition of personal productivity as the basis of competitive advantage. This specific phase in the evolution of organizational theories is so fundamentally disruptive to previous theories that the effects are found in global economic theories, including the theory of comparative advantage. One of the thought leaders in the area, Dr. Michael Porter (1990, pp. 32-78) whose groundbreaking analysis of productivity pointed to individual's ability to fundamentally re-order processes would eventually surface in the 21st century as a Business process Management (BPM) revolution. When one considers the evolutionary shift from seeing assets…

Mexico
Despite the fact that extreme poverty exists in many areas, Mexico's rising middle class is increasingly seeking out the trappings of American success. "The middle class in Mexico includes 39.2% (44 million people) of the country's total population. Mexico's middle class increased 11.4% during between 2000 and 2010" and these consumers are seeking out cellular phones and flat screen TVs in record numbers (Flannery 2013). Unfortunately, an increasingly affluent culture has brought forth one of the problems of industrialized prosperity, namely a rise in obesity. To take advantage of this concern, one possible product to market to the population coping with more sedentary jobs and a taste for highly caloric foods is that of gym memberships. Introducing a chain of low-cost gyms modeled on popular chains such as WOW and Planet Fitness, particularly in cities with high concentrations of white collar office workers would be an ideal way to…

Both observation and experiment provided the underpinning for Abraham Maslow’s theory of human motivation. Maslow (1943) posits, “man is a perpetually wanting animal,” leading to the constant striving to fulfill goals (p. 370). If and when anything prevents the fulfillment of a goal—whether the obstacle is internal or external—discomfort or psychopathy can occur (Maslow, 1943). Although Maslow’s original research was conducted decades ago, recent research on motivation and human behavior continues to substantiate Maslow’s core claims. Researchers continue to operationalize Maslow’s definitions of needs and motivation, leading to a strengthening of the original theory and expanded applications in the social sciences. Maslow himself wrote extensively to develop and mature a comprehensive theory of human motivation based on the hierarchy of needs model. The original needs hierarchy consists of five fundamental needs: for physiological comfort and fulfillment, for safety and security, for belongingness, for esteem, and for self-actualization. Although definitions of…

In the example above, the intersection of sets a and B. would be { 2 }
X ? Y = { 2, 5, 7, 8, 11, 16, 19, 21, 702 }

b) X ? Y = { 5, 11, 702 }

c) Z = { 7, 11 }

a) 1 / 2 = { a, b, c, d, e, f, m, n, o, p, q, r, s, t, u, v, w, x, y, z }

b) Set 3 is a proper subset of Set 2. All of the elements in Set 3 are contained within Set 2.

4 a) { heads, tails }

b) { 2 heads, 1 head & 1 tail, 2 tails }

c) the odds of getting one head and one tail are two in four. Although Set B. only has three elements, the 1H1T element could arise from two different scenarios, head first and tail second…

Fragile X syndrome (also called Martin -- Bell syndrome, or Escalante's syndrome) is the most common single cause of mental retardation and the second most common inherited form of mental retardation, affecting approximately 1 in 1000 males and 1 in 2000 females (Sadock & Sadock, 2007). Fragile X syndrome is the result of a single gene mutation, a mutation of the FM1 gene, located on the X chromosome. Every person has 23 pairs of chromosomes (46 individual chromosomes). Twenty two pairs of chromosomes are autosomes and one pair is an allosome, also known as sex the chromosomes. The allosomes determine the person's gender. Female infants receive two X chromosomes (one each from mother and father), whereas males receive one X chromosome (from the mother) and one Y chromosome (from the father). The site of the Fragile X mutation is on one of these X chromosomes (Sadock & Sadock, 2007).
The…

National Culture and elated Theories
This paper presents a comprehensive discussion on the cultural diversity and its impact on the organizational performance and management practices. The paper includes a methodical analysis of the influence of culture on operational performance of an organization and the working patterns of individuals. A logical criticism has also been done on the relevant theories and concepts that are widely practiced in the business world.

Cultural diversity refers to the differences of cultural backgrounds, religious beliefs, social norms, races, and other dimensions among individuals. Cultural diversity is widely seen in large societies and multinational organizations. Due to its importance in today's challenging and complex business environment, organizations are giving more focus on managing cultural diversity in their workplaces. A number of research studies have been conducted which explain the importance, challenges, and issues of cultural diversity for business organizations. The most important studies are conducted in…

"Global air temperatures have been rising at a steady trend rate of 0.5 degrees Centigrade per century since about 1750, as the world recovers from the little ice age." (Evans, Global Research, 2009
Global temperatures cooled off from 1940 through the late 1970's, which refutes the casual relationship earlier defined by scientists between rises in CO2 levels and global warming. Tsonis also points to a Washington Post article from 1922 that reports Greenland glaciers to be fast disappearing and arctic seals not engaging their warmer waters. Subsequently the period from the 1980's to 2000 showed an aggressive rise in temperature. Tsonis does agree to an element of human activity and greenhouse gas that contributes to the MDO cycle but does not believe in predictions of catastrophe associated with Global Warming. He further states that we may see reports of an on setting ice age by the early 2030's, as the…

However, he reconciles these opposite views in what he designs as the new religion for man:
hile he knew that a collapse and ricorso of Vico's type into a "divine" and "barbaric" epoch was possible, he did not regard any such colossal disaster as necessary or likely. He put hope above fear, and positive over negative. He seems to have foreseen a historical transformation similar to the change from Hellenic to "Hellenistic" in ancient civilization, which, in the Roman Empire, finally did collapse into such a barbaric ricorso, or cycle. European and "estern" phases of civilization have not yet experienced Spengler's or Toynbee's "Roman paradigm" of orld State and orld Religion, and Ortega trusted that such a horrible outcome could be forever avoided by a kind of federal world order built on the model of the European Union." (Graham, 2001, p.504)

Thus, Ortega y Gasset's main attempt is to create…

Criminal Justice Theory and the Los Angeles County Probation Department
Criminal and antisocial behaviors have been studied in the field of criminology for many years. Criminologists are very interested to learn what types of things cause specific criminal and antisocial behaviors. hile criminal behavior and antisocial behavior are not always related, they often have close ties. Criminologists and other researchers are looking to find commonalities between certain genetic makeups and deviant behavior. They believe that many people are genetically predisposed to be violent, and if these people can be located they can be treated.

That does not mean that criminologists are in favor of testing everyone's genetic makeup on the planet to see if any of them show violent tendencies. hat they are interested in doing, however, is studying criminals who already have a history of violent and deviant behavior to see what other traits they have, and what their…

Instead, it is rigid and reinforced with bureaucracy and red tape, thus making it a poor system for education and children.
Educating the whole child." Educating the whole child is an idea that took root in the early 20th century and is making a comeback in education. The educational model is conducted throughout the child's education - from kindergarten through high school, and recognizes the child is a complete being, with spirit, mind, and body, and each item must be addressed in the educational model. The model attempts to educate the "whole" child - heart, head, and hands, by offering education in a variety of areas, from academics to art and practical, hands-on activities. The children are encouraged to play as well as study, to help develop fully rounded personalities and ideas. Teachers also use storytelling, fairy tales, and other folk art as models for teaching and involving the children…

The reason that the subject lends itself to natural resources or real estate is that there will be some information available in those areas, making the valuation less difficult than in innovative areas.
The pessimistic approach is characterized by the divest/shrink option. When a firm is divesting or shrinking it can first scale down, which means that it can "shrink or shut down a project part way through if new information changes the expected payoffs;" this option lends itself to capital intensive industries or industries dealing with financial services (Mauboussin, 1999). ather than shutting down a project, a company can also choose to switch down, which involves switching "to more cost-effective and flexible assets as new information is obtained," and might be used in smaller companies, where the wholesale shut-down of a project could end a business (Mauboussin, 1999). The scope-down option is the mirror image of the above-mentioned scope-up…

he intersection determines the amount of investment in education / productivity factors by all individuals and institutions.
he major criticisms to the Neoclassical model come from the assumption competition holds, namely that individuals act to maximize profit in all scenarios; factor mobility is unlimited; marginal returns to labor don't increase with wage rates, and other simplifications which rarely hold true in the workforce. Nor are all workers the same to the firm (discrimination), and workers' productivity and labor supply decisions change at different wage levels. hen we have to consider frictional unemployment; information asymmetry; product substitution; any number of real constraints that complicate the pure "Marginal Demand for Labor" theory (Kaufman & Hotchkiss, 2000, p. 31).

he main counter to the Neoclassicals arose in the early-mid-20th century Institutional school after Veblen, Commons and Mitchell, ironically at the University of Wisconsin 1920-30. Institutionalist focus on real evidence counters the Neoclassical theory…

successful aging as viewed by Generation X versus Baby Boomers over the age of
Successful Ageing: Generation X versus Baby Boomers

Numerous studies have focused on understanding and defining the constituents of successful aging. The term "successful aging" is popular in the gerontological literature to cover processes in aging. The processes of aging are positive, and at times, the term has shown relations to "vital aging" or "active aging" implying that later life is characterized by sustained health and vitality. According to Moody (2005), "successful aging" suggests main ideas including life satisfaction, longevity, freedom from disability, mastery, and growth, active management with life and independence.

According to Dubey et al. (2011), as people grow older, they have incidences of illnesses. However, an older population has numerous needs as compared to a younger population. Life satisfaction continues to be an important aspect in the study of aging. This is because it…

KATHAINE KOLCABA'S COMFOT THEOY
Evaluation of K. Kolcaba's Comfort Theory

Structure

Are the concepts in the theory explicitly and/or implicitly described in the theory?

(including the four concepts of the metaparadigm of nursing; nurse/nursing; person/patient; health; environment)? The descriptions of the theoretical concepts of comfort theory are provided below:

Nurse/nursing: According to Kolcaba (2003), "The term [nursing] can mean the discipline (noun) or what nursing does (the verb)" (p. 68);

Person/patient: Likewise, Kolcaba (2003) notes that "the concept [person] has been utilized as client, patient, family, community, region, or nation" (p. 68).

Health: "Health Care Needs" include those identified by the patient/family in a particular practice setting (Kolcaba, 2016, para. 3);

Environment: Generally, Kolcaba (2003) describes this concept as "where ever nurses practice" (p. 68).

b. Are the relationships of the theory concept relationships explicitly and/or implicitly described in the theory? According to Kolaba (2003), her definition characterizes comfort "as…

Operations Management
There are a number of words that can best describe (and are currently being used) how operations management is causing a renaissance in the business community. Words such as flexibility, agility and responsiveness have found their way into the business jargon commonly used throughout the new global business environment. The reason behind the use of such lexicons seems to be to make it simpler for management to explain what it is they are striving to achieve; this holds true in almost all types of business operations including IT, mining and manufacturing. The literature concerning operations management is replete with the use of such terms and oftentimes the words are used in conjunction with one another or in the place of other less attention grabbing language.

One recent study is a prime example when it states that the "evaluation of flexibility in a manufacturing system development in operations management…

Further, coercive and reward power are often highly distributed through the more agile organizations and as a result must be applied immediately to behavior to be effective.
In the context of Dr. Edgar Schein's (1983) analysis and presentation of results in his working papers referenced in this document, an industry's growth and culture is well defined in the following quote. In the working papers, Schein (1983) writes:

For an organizational culture to exist, there must be a definable organization in the sense of a number of people interacting with each other for the purpose of accomplishing some goal in their defined environment. The founder of an organization simultaneously creates such a group and, by force of his or her personality, begins to shape the culture of that group. But the culture of that new group is not there until the group has had its own history of overcoming various crises…

In SLII, there is a recognition that leadership is "done with people, not to people." The change in words illustrates this change of philosophy accurately.
In a sense, the two models have slightly different conceptualizations to reflect changes in the audience. Situational leadership was developed by the authors in 1972, when leadership styles were far more autocratic than they are today. Leadership was done to people in those days. Today, leadership is done with people. . The authors have recognized this fundamental shift in the prevailing leadership attitudes and made the appropriate changes to their model to reflect this. However, the terminology used in the original situational leadership model will still appeal to autocratic leaders. The SLII model's terminology will appeal more to modern leaders. As the excessive and clumsy use of the registered trademark symbol throughout their paper indicates, these concepts are products being sold. A shift in wording…

staff and the supervision of higher education staff members?
It is the primary assumption regarding the staff as well as the supervision of higher education staff members that they should influence the people around them in such a manner that they would work for the welfare of all rather than working for their own personal causes (Yukl, 2006). This staff acts as a leadership and therefore, they should have high ethical standards along with intrapersonal and interpersonal skills so that they can guide and influence the people around them in a positive manner and prove to be effective leaders (Jossey-Bass, 2003, p. 253).

Assumptions are opinion instinctively created to simplify a persons' rationale for considering and accepting something that one thinks to be right (uggiero, 2004, p. 94-95). I was given the responsibility to consider and decide a number of things regarding the current staff working in the higher education…

FOX Case Study
Analyzing the Practice of Management:

A case study discussion of the Fox elocation Management Corporation

There is an ancient Greek aphorism, "Know thyself." Nowhere is this statement truer than in analyzing the role management plays in a company. Every leader of an organization seeks to define his or her role and address the issues of the day as well as those that will inevitably arise. An academic approach to management theory allows for calibrations of structure, culture and client focus that can allow a company to focus. This paper will focus on the Fox elocation Management Corporation and how its CEO Gretchen Fox directs and organizes the business with the goal of providing a better understanding of management theory.

In Drucker's pivotal essay "The Practice of Management" the fundamental managerial skill of feedback analysis is held up as a critical commodity. One can see from Gretchen's progress…

Motivating Employees
you pick 2 companies write their motivation techniques. I pick intrinsic motivation and extrinsic motivation. And compare companies. Do papers have database, searches people pulled web. You find UOPHX Website writes companies listed, pick.

Motivating employees at two companies:

Ben & Jerry's versus Southwest

Motivational theories by their very nature address companies in a fairly generic, prescriptive format. However, two corporations exist that continue to be very successful, after many years of impressive financial growth, seem to break all molds, yet confirm one of the most noteworthy theories regarding what motivates employees -- intrinsic vs. extrinsic motivation. Ben & Jerry's began as a small company based in Vermont that, despite or because of its ethical ideals, has become an integral part of American culture. Ben & Jerry's changed the way Americans consume ice cream, shifting the focus from quantity to quality. Southwest Airlines is a largely regional airline…

Theory Z Management Style on IT Project Completion
Incomplete projects in the IT industry are responsible for significant losses in time, money and creative energy (Boehne, 2000; Mokhtari, et al., 2010). This is very often a result of inadequate project management (Glaser, 2005; Humphrey, 2005; Kimball, 2000). One well-accepted approach to project management that has received considerable attention in the scholarly literature is the contingency management concept known as "theory Z," devised by William Ouchi in 1981.

Theory Z is a management philosophy based on goal setting and achievement. It utilizes a structural motivational strategy based on employee participation combined with an authoritative process of motivation to achieve specific objectives. It was developed as a means of integrating Japanese management philosophies into Western managerial strategies (England, 1983). Essentially, theory Z posits that the structure of the decision making hierarchy must be in alignment with the level of employee participation. Thus…

Organizational Behavior: Past Present. Discuss statements. • The Human elations Movement. Discuss Hawthorne Experiment implications a legacy workplace; compare contrast McGregor's Theory X Theory Y assumptions employees, personal experiences Theory X & Y managers, prefer.
Organizational behavior: Past and present

Discuss the Hawthorne Experiment and its implications as a legacy in the workplace

The Hawthorne Experiment suggests that when subjects are aware that they are being observed, they behave better than they do under regular circumstances. The implications of this experiment in the workplace are fairly obvious: workers are often regularly watched by managers, as a way of improving employee productivity and enhancing compliance. When workers cannot be watched through the use of human agency, then mechanized means are used to engage in surveillance. Time clocks, 'blocking' controls upon unsupervised employee web-surfing, sitting workers in open environments where they can be easily monitored and other efforts to make employee behaviors…

" (Ibid)
Transformation leadership is 'authentic' leadership which "builds genuine trust between leaders and followers." Furthermore transformational leadership "concentrates on terminal values such as integrity and fairness. They see the responsibility for their organization's development and impact on society." (Ibid)

Homig and MacGregor in the work entitled:" Transformational Leadership" state that the following ten 'tenets' are inclusive in the transformational leader's style of leading:

1. Leaders have high moral and ethical values.

2. Leaders express genuine interest in followers.

3. Leaders have an inspirational vision.

4. Genuine trust exists between leaders and led.

5. Followers share leader's values and vision.

6. Leaders and followers perform beyond self-interest.

7. Participatory decision-making is the rule.

8. Innovative thinking and action is expected.

9. Motivation is to do the right thing.

10. Leaders mentor. (nd)

SUMMARY AND CONCLUSION

While all of these theories were valid at some time or in relation to some…

Leadership and Human esource Management in the Public Sector
The public sector consists of the section of the government, which attends to matters of production, ownership, sales, provision and delivery and allocation of services and goods to the government and the citizens of the state, nationally, regionally and locally. The public sector conducts activities such as delivering of social security services, overseeing urban planning and organizing the national defense among other services. The organizational structure takes various forms, which dictate the leadership formula of the countries sectors. Some of these forms of organization include the direct administration founded on the lines of direct taxation; in this form, the government does not have particular requirements but to meet the commercial success and production decisions of the country. Another structure of organization under public sector is the publicly owned corporations. These differ from the direct administration of the government as they have…

movie Peaceful Warrior, character "Socrates" ( played Nick Nolte) "There's greater purpose service
Servant Leadership model- leadership style of George Washington

Some people believe that leaders have the ability to lead from the time of birth. This could be true; however, not necessarily the reality on the ground. Additionally, there are different types of leaders depending on their leading requirements and personal attributes. There are dictatorial leaders, directing and commanding leaders, as well as, serving leaders. In description, servant-leadership is leadership, which is a way of being in relationship with others. It seeks to involve and incorporate the followers or employees at all levels in decision-making, strongly adhering to ethical and caring behavior, hence enhances the individual growth of all followers or workers and their performance in the work place. As a young man, President George Washington exhibited admiration of rules and wanted to be a gentle man, this is…

Human esource Management
HM Questions

Companies will usually downsize in order to reduce costs, especially where a firm is making losses, or to streamline the organizational structure, which may improve efficiency. The downside of downsizing is that there is no guarantee of success, and in the downsizing process the firm may lose resources that would have been useful, including human knowledge as well as capacity which may be a negative influence a firm. One strategy often used is outsourcing, this may cut costs, or allow for access to specialist services at a lower costs that internal provision. However, outsourcing also has disadvantages including loss of control over timing and quality, costs may increase, there may also be risks in terms commercial confidentiality.

Question 7

1.

Maslow's hierarchy of needs hypothesizes that there is a pyramid of needs with individuals moving up and down over different points in their life (Torrington…

Still, they also have to be aware of the fact that they have to change and grow in tune with the other organizations in their area (Boyd, 1990). If they fail to do this, they will generally find themselves struggling because they no longer fit in with the other organizations in their surrounding area. That could cause them to lose the power they had over those organizations, and could also become an issue for them when it comes to getting what they need from the organizations with which they surround themselves. For sustaining ability, Structural Contingency Theory would work best. How an organization acts and reacts internally can have much to do with how that organization is then able to act externally (Morgan, 2007). When people in the organization are working at maximum efficiency and are "in sync" with one another, it is easy to see that the organization will…

Socially Innovative and Socially Responsible Commerce: Examination of Carbon Tax in Australia
In a November 8th 2011 report in the Australian Times it is reported that as the final hurdle to carbon emission tax was cleared by the Federal Government of Australia, "Prime Minister Julia Gillard avoided saying the passage of the controversial impost would mark a turning point in Labor's fortunes." It is related that a new polled demonstrated "a modest uptick in its primary support." (Australian Times, 2011) The new tax is geared toward a reduction in carbon emissions in theory however; it is likely that the carbon tax is in reality more focused on government receipts in terms of its revenue. This issue will be examined through the lens of theorists Senge (2000) and the Dynamics of Systems, Jenkins (2008) and value and identities, and einhocker (2006) theories and global commerce.

Carbon Tax in Australia: An Overview…

By the turn of the century, though, these low-costs carriers had become profitable or at least had significantly reduced their losses due in large part to concomitant increases by major carriers that were increasing their prices in response to decreasing yields and higher energy prices (Doganis 2001).
By and large, passenger traffic across the board increased significantly prior to September 11, 2001 and all signs indicated it was continue to increase for the foreseeable future. For example, according to Janda, Flouris and Oum (2005), global air passenger traffic increased from 1.573 trillion revenue-passenger-kilometers (RPK) in 1985 to 3.394 trillion in 2000, representing a 116% increase during this decade-and-a-half period, or an average annual compounded growth of 5.26%. Furthermore, between 1985 and 2000, air freight traffic grew at even faster rate than passenger traffic (Janda et al. 2005). These authors also emphasize airlines are directly affected by the larger economy in…

Thus the indifference curve II passing through D. must have a negative slope. It is generally assumed that such curves are convex to the origin.
Now I-I is a particular indifference curve. We may think of the consumption of any bundle of goods on it as yielding a particular level of satisfaction, or utility, to the consumer. However there are indifference curves passing through every point on figure 2, each one negatively sloped and each one convex to the origin. Those which pass through points above and to the right of D. link

Indifference curves that cross are incompatible with the assumption that consumers order bundles of goods consistently.

Up bundles of goods that yield higher levels of satisfaction than those on I-I and those below and to the left yield lower levels of satisfaction. Such curves can never cross one another, for this would violate the rationality assumption. Consider…

Incentives and Performance
Kopelman, ., et al. (2012); Further Development of a Measure of Theory X and Y Managerial Assumptions. Journal of Managerial Issues. 24 (4): 450-62.

Certainly, there is no one best way to ensure that either employees or managers are properly motivated. Most scholarship, in fact, indicates that motivation is a balance between the task-relevant behavior and the maturity and acumen of the group in which the individual manages or participates in. In fact, motivation is the basic driving force that helps individuals work, change and actualize to achieve their goals. This motivational behavior may be intrinsic or extrinsic, depending upon the individual and the manner in which that individual's personality uses different sets of motivation to incur actualization. Much of the basic theory of motivation tends to be based on the work of Benjamin Maslow, not only on human needs, but on the manner in which those…

Management
Organizational Behavior and Teamwork

CASE ASSIGNMENT

Southwest Airlines, Inc. has become an example of notable success. One reason for its significant achievement is its application of Reinforcement Theory to its employees. These applications have resulted in a highly motivated workforce, which is intimately tied to Southwest's success among business leaders. Even so, not even Southwest can satisfy its employees' needs according to Maslow's Hierarchy; rather, Southwest can only give some raw materials for satisfying those needs.

Are Southwest Airlines Inc. leadership and policies fulfilling Maslow's Needs Theory stages?

Abraham Maslow's 5-stage needs theory, developed in the United States during the 1940's and 1950's (Chapman, Abraham Maslow's Hierarchy of Needs, 2010), includes the following stages: biological and physiological needs; safety needs; belongingness and love needs; esteem needs; and self-actualization (Chapman, Abraham Maslow's Hierarchy of Needs, 2010). The most basic needs that are basic to survival and are at the bottom…

Previously the element of interest and personal motivation were found missing, the technical capabilities of the employees have never been a matter of debate, however the personal and mental capacities and limitations are either ignored or not respected which resulted in the poor performance of the organization. Apparently, the rise in the demands pertaining to the particpation of the employees and the industrial democracy has also distorted the professional environment. Such all complains were lately resolved and answered through the unique approach of the organization, the organization has understood the significance of the employees, and had realized that their performance is not based upon their professional capabilities, but rather it is the function of the mental capability of the employee related to the friendly and conducive environment offered to the employees occasionally. The need of the employees that focus upon peaceful, conducive and liberal environment has been ensured, which required…

What are the most important requisite skills required of organizational leaders? Why? How do effective and ineffective leadership behaviors affect employees both positively and negatively?
The most important skill of an organizational leader is to be able to motivate people, contrary to the assumption leadership is synonymous with telling people what to do in an authoritative fashion. Although in some limited instances, when a matter is urgent and followers are inexperienced, authoritarian leadership may be required, for the most part, people work best when they feel empowered to do so. According to Hersey-Blanchard leadership theory (2018), the four dominant modes of leadership include telling, selling, supporting and delegating. All too often, leaders assume that more telling is needed than actually is required. Employees need to be empowered and motivated to make positive choices to act autonomously, and even when they are inexperienced, coaching and mentorship is often more effective than…

Functionalism is. What advantage does it have over the Identity Theory?
Functionalism imparts the theoretical underpinnings of much work in cognitive science and is one of the chief theoretical developments of Twentieth Century analytic philosophy. To solve psyche problem, functionalism is presented as one of the main schemes. Following are the customary questions that are asked to solve psyche problem: what makes a mental state mental? Or what is the eventual nature of the mental? To be more particular, what makes a thought? Or what do thoughts have in common in virtue of which they are thoughts? What makes a pain? (Functionalism) Through their informal roles, functionalism recognizes mental states and processes; and neural states and processes hold functional roles. (The Identity Theory of Mind)

As per functionalism, informal relations among mental states sensory inputs and behavioral outputs comprise mental states. Three separate sources of functionalism are as follows. Putnam…

Interview Steps
This brief report is the confluence of four different activities. The activities all center on a hypothetical scenario where the author is "shortlisted" and otherwise involved in the recruitment process for the position of Organizational Development Officer for a large organization in a large metropolitan area. The first activity will be a preparation of a report that proves understanding of several important topics including an evaluation of leadership theories, the impact of managerial styles on organizational efficacy, the use of motivational theory and the use of work relationships and interaction. The second activity will come as a separate file in PowerPoint form. The presentation will include several important topics including different organizational structures and the importance of organizational culture theory. Aspects of a booklet are asked for and will be included as well. That will be done in this file and will include how organizations can facilitate innovation…

The multigenerational workforce in the United States presents a critical challenge for managers because each generation requires different expectations. Over the last few decades, the U.S. workforce has become so unique and diverse involving the mix of generation, gender, and ethnicity for the first time in the history of United States, workplace demographic spans four generations. The 2008 and 2009 U.S. economic crisis makes many older workers delaying retirement leading to a rich mixture of generation across different sectors. Consequently, this shift affects the workplace culture since values, attitudes as well as workplace style differ across a different generation. Moreover, each generation brings their work behaviors, values, motivation and relationship styles to the workplace assisting in enhancing the organizational development. Despite the benefits associated with the multi-generation work environment, a present of diverse generation can bring a challenge to managers with respect to communication, respect and work styles. Organizations can…

He also held weekly cookouts and he stood in line with all the crew to show he was on equal footing for that day.
Peter Drucker

One of Abrashoff's heroes was Peter Drucker, often referred to as the "father" of the modern management theory. Drucker predicted the emergence of the innovative knowledge worker -- the kind of talented employee that electronics firms hire as often as they can -- and he developed a management style that sought to "…embrace team members' creativity and intellectual contributions," according to M.E. Oss, writing in Behavioral Healthcare. Drucker developed the idea of decentralizing the workplace, and viewing the workplace as a "human community" that should be built on full trust and deep respect for the worker, not just a place where profit is the sole motive (Byrne, et al., 2005). Drucker treated the workers as "assets" rather than "liabilities" and long before other management…

Global Perspectives on Leadership
Working with individuals from Latin America requires significant consideration of various factors that influence the relationship and the realization of a shared organizational objective. Firstly, taking into consideration the cross-cultural communication that will dominate the interaction with individuals from this culture is imperative. The fact that cultural differences exist translate to the communication breakdown that should be managed by the leader of an organization. Developing a culture-sensitive environment will help eliminate such barriers. The leader should also consider the context and content of understanding business setup when working with individuals with Latin America culture. Textual analysis shows that Latin business culture focuses on the broad aspects of the organizational relationship, social approaches, and broad circumstances influencing the business (Moran, 2011, p. 215).

However, the culture of other states such as the U.S. places a strong emphasis on the communication content. The content of focus includes facts,…

Multiplier
Thailand, like many third world countries, is interested in identifying the mechanisms by which economic growth may be achieved. Economic growth and more specifically 'rapid economic growth falls within the province of the mid-term and long-term macroeconomic policies (Dervis and Petri 1987, p. 211). Dervis and Petri, survey 20 'middle income' countries, in an attempt to identify the factors which contribute to successful development-which they identify as moderately rapid economic growth as measured by changes in the GDP ((Dervis and Petri 1987, p. 213-214). The work Dervis and Petri is over 20 years old; it is useful only to set a baseline for the macroeconomic challenges faced by developing countries, in comparison to the macroeconomic challenges faced by Thailand in 2011 and beyond.

Primary indicators of success in included among others, three factors. First, political stability- the authors note that often many developing countries experience a period of rapid…

globalization that diversified cultures and backgrounds have converged and are working together in collaboration. Considering the scenario of today's world, the rapidly changing demographics have played a critical role in the emergence of new styles of leadership. The definition of competitiveness and the qualities associated with a leader have also changed in the current times. And among all the qualities the two most prominent qualities that every leader must possess is related to the consideration of equity of gender, and equity of diversified cultures.
Different cultures suggest different roles for males and females based on their unique value system. The mindsets, couture, and eating habits of almost all the cultures are traditionally unique. Countries belonging to a particular geographical area behave in a certain way, so do the organizations and leaders belonging to those areas. Their attitude and approach is derived from their cultural values. Some countries have common cultures…

Policy Statement
Effective management of the criminal justice and law enforcement organization has been a challenge to most in the current global environment. Factors such as the rising rates of global insecurity, conflicts of interests, and resistance to organizational change are some of the forces that complex, effective management of these organizations. However, adoption of the desired organizational management theories and styles prove effective in enhancing effective management of such organizations. Therefore, this study analyzes some of the factors that often affect the effective management of operations in criminal justice and law enforcement organizations. It provides analysis of the most effective theories considered effective in the management of these organizations. The paper also addresses some of the arguments that can arise from the case provided for analysis alongside the solutions to the problems identified in the analysis.

Discussion

As a patrol lieutenant, effective management of the people and the allocated…

It is the balancing of tools within the rubric of employee-supervisor roles that requires one use different managerial techniques in order to solve the problem at hand. Similarly, find ways to build and increase trust between members of the group and management and group.
EFEENCES

Blake, . And Mouton, J. (1985). The Managerial Grid III.: The Key to Leadership Excellence. Houston, TX: Gulf Publishing Company.

Boulgarides, J. And Cohen, W. (2001). Leadership Styles Vs. Leadership Tactics. The Journal of Applied Management and Entrepreneurship. 6 (1): 59-73. etrieved from: http://www.stuffofheroes.com/leadership_style_vs%20leadership%20tactics.htm

Cronkite, J. (2006). Why is Leadership Style Important. Dirgo Consulting Group. etrieved from: http://www.dirigoconsulting.com/articles/WhyIsLeadershipStyleImportant.pdf

Porter, M.E. (1998). Competitive Advantage: Creating and Sustaining Superior

Performance. New York: Free Press.

owe, A. And Boulgarides, J. (2998). Managerial Decision Making. New York: MacMillan Publishing.

Senge, P.M. (2006). The Fifth Discipline: The Art and Practice of the Learning

Organization. New York: Broadway.

Zeidan, H. (2005).…

Most retail environments are plagued by high turnover. While some of this has to do with a lack of motivation, much of the problem lies in the company's inability to create high-performance teams capable of taking on challenges and making decisions with peers to help solve problems within the company (Janis, 1972). In any environment, when a successful team is lacking, so too is motivation and consistency of performance. None of these traits are evident however, within the Container Store's case study.
Escalation of commitment - the Container store adopts the ideal of escalation of commitment as stated by the store's managers who follow the McGregor Theory Y This theory suggests that employees are not by nature "lazy" and will often perform in the best manner possible and commit to the company if given an opportunity to feel empowered to make decisions without the need to "check in" with members…

.....efficacy and standing as the basis of leadership styles. Those three prompts, in the order in which they will be discussed, are communication, task management and the driving of results and integrity and trustworthiness. While these items are collectively quite good in terms of being the basis of leadership styles, they should indeed be part of a wider collection of ideas and should not be left to stand on their own.
Communication

On its face, communication is a good thing to focus on and have as part of a leadership brand and system. At the same time, however, too much of any good thing can indeed be a bad thing. Indeed, meetings and reports should not be overly verbose and common. Emails should be done in a focused way and should not end up with people being inundated and blitzed with a ton of words. Going too far with communication…

She also mentions the huge energy giant British Petroleum (BP) came up with some honest and effective marketing in its green promotions. And while it is laudable for an oil company to invest in green technologies, BP did it with "appropriate humility that admits its own guilt while setting the stage for conversion to alternative energy sources" (Ottman, 2002). Meantime she says to Exxon, "ake Up!" because Exxon was at that time running "green-themed" ads that spoke to the need to "find more oil."

In still another green marketing-themed article from Ottman, she writes in the publication in Business that while the George . Bush Administration "abdicates responsibility for a strong response to slowing down" global climate change, Bush's lack of leadership on the issue opened a "unique window of opportunity for America's advertisers and marketers" (Ottman, 2002). That advice to advertisers and marketers is this: using the same effective…

Leadership: Transference and Persuasion
Maccoby (2004) defines transference as "the often irrational tendency to relate to a leader as some important person from the past -- a parent, a sibling, a close friend, or even a nanny" (p. 119). Transference forms the basis of how employees perceive their leader, as well as what they expect from him/her. I totally agree with the author's position that transference, if not properly checked, can lead to over-expectations and, subsequently, to unnecessary misunderstandings at the workplace, especially if the leader fails to meet the expectations and perceptions imposed upon them as the transferred pattern. To this end, leaders can better understand their employees by first understanding the effect of transference at the workplace. In a competitive marketplace, employee retention is key; employee motivation is a crucial retention tool, and transference can either be a source of motivation or discouragement. Leaders can prevent employee walk-outs;…

e can see that minority status has far less to do with population size, and instead seems very much to be inclined by race, ethnicity and political power instead. This label of minority status is in many ways used as a tag by which certain groups are detained from political unity or effectiveness.
To a large degree, this is a condition which relates to the nature of the Hispanic demographic, which in spite of its cultural diversity, is typically perceived by the larger American public as a single unified entity. This is both untrue and reflects the ethnocentric qualities of the white American political body that have tended to relegate the Hispanic population to representation that is not proportional to its true presence here. Indeed, "although Mexican-Americans continue to be the largest group within the Latino population, increasing immigration from other Latin American means they are perhaps the most culturally…