LE03

The journey continues…

Well, after the wonderful experience of the 1^st two sessions, Dr. Prasad met us on the Saturday morning and discussed about the Pygmalion effect and the Theory X and Y in management.

Pygmalion Effect

I read about Pygmalion in the Greek mythology and I came across some fascinating facts. Pygmalion was a Gold-smith interested in sculpturing, he carved a women out of ivory. His statue was so fair and realistic that he fell in love with it. On the Venus festival day, he wished his ivory sculpture would be changed to a real woman. When he returned home, he kissed his ivory statue and it came to life.

Through this narrative, I learned that if I wish something to happen, then it can happen. I should aim high and in the end I will reap rich benefits. When I start believing that I can perform very well during my MBA course, I will ultimately perform very well and that will result in success at a much higher level.

Theory X and Theory Y in Management

An Introduction

The two Theories in management represent two set of assumptions about human nature and human behaviour. On one hand, Theory X represents a negative view of human nature, it assumes that individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. On the other hand, Theory Y represents a positive view of the human nature and assumes individuals are responsible and are self motivated to do their jobs. Managers who exhibit behaviour in accordance with Theory X have a managerial style quite different than managers who exhibit behaviour in accordance with Theory Y.

Scenarios Discussed

Theory X and Theory Y apply to managers, the scenarios discussed in the session considered another dimension. This dimension was the actual motivation level of the employees under a manager. The following four scenarios were discussed.

1.   My Employees are lazy and I assume that they are lazy (Theory X)

This situation occurs in those organizations in which the organizational goals are not clearly laid down. The employees are not motivated to work, also the manager thinks that the employees are incompetent and does not believe in his employees. As a result, the productivity decreases.

2.   My Employees are good and I assume that they are lazy (Theory X)

This situation is the most dangerous of all the four. The employees are self-motivated and do their job with utmost sincerity, but the manager thinks them to be incompetent. As a result, it might be possible that the employees get de-motivated because ultimately they are not appreciated for the work done and they feel that their efforts are going in vain.

3.   My Employees are lazy and I assume that they are good (Theory Y)

This situation is a model situation of all the four. Though the employees are not motivated and do not want to do their job, the manager thinks that the employees are very competent. As a result, the manager is able to motivate the employees as he believes in them. The employees also start performing since the manager expects them to perform.

4.   My Employees are good and I assume that they are good (Theory Y)

This situation is a perfect situation. The employees are self-motivated to perform their job, and the manager also believes in his team. As a result, the employees are able perform to their potentials and their effort are equally appreciated and the employees get a sense of achievement.

Summary

In my opinion, the third scenario is the best scenario, wherein the managerial skill and expertise of a person is tested to the hilt. A manager in the third scenario believes in his employees and expects them to perform. This expectation of the manager from employees motivates them to perform and help in improving productivity.