Douglas McGregor: Theory X and Y: It’s about work and motivation and we can claim that these theories are the opposite of each other. Theory X assumes that people are less motivated, doing only the obligatory tasks and the necessary work, they don’t like to take responsibility. It’s a pessimistic approach where the workers have to be supervised in order to maintain good quality performance and keep them motivated by rewarding them with pay rises or bonuses, but the managers also use negative motivators such as threatening for example losing their job in case of not working. It can be used in a workplace of manufacturing. Theory Y, on contrary, It rather assumes that the workers are motivated and they have the commitment do the extra mile if the right conditions are given such as job security, and financial rewards, they will be motivated, and ambitious if they know they are doing a good job. This theory is more capable to skilled professionals, it is also called knowledge workers. Frederick Herzberg: - - - the conditions such as good labor relations, good working conditions, job security, good wages, and benefits such as sick pay, paid holidays, and pensions do not in fact motivate people, there are merely satisfiers (hygiene factors) than motivation factors. Motivators include things such as having a challenging and interesting job, recognition and responsibility, promotion, and the chance for achievements and fulfillment In the case of boring and repetitive jobs a proper motivation factor can be for example giving responsibility to them but this time not as individuals but as a part of a team. They can decide how to display the products, what product lines to stock, and so on. Others encourage job rotations (e.g. 4 different repetitive jobs a day than only one) shared values or cooperate culture competing companies (best hotel chain, airline, most reliable products.
