Theory X and

Theory X people dislike and avoid physical and mental work. They hate work and want security—the kind of security represented by Maslow s level one and level two needs. Theory X people work in response to threats, coercion, control, and close direction, and must be reminded constantly that their security is at risk. Theory X people must be watched and controlled. 

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Almost any organization of any size is filled with its own tales of theory X and theory Y. The next section considers one true story in which an employee s behavior transformed dramatically with a change in management. 

Consider a leader of historical renown. Write a brief essay regarding his or her accomplishments in the light of theory X and theory Y. 

Scan a newspaper for evidence of corporate or organizational difficulty. Write a short essay analyzing the situation in the light of theories X and Y. Read between the lines when necessary to make your analysis, but be sure to separate fact from speculation in your writing. 

Beta radiation has a finite range, whereas in theory x- and gamma rays are exponentially attenuated. It should be noted that x-radiation of each energy exhibits sharp changes in absorption coefficients for certain absorbers. 

Equation (6.52) and the experimental data allow us to estimate the parameters of the theory x and T B which can be also estimated directly by other methods discussed in Chapter 5. So, the consistency of the theory can be tested. 

Compared to the two-parameter MH theory (X and AEq), the Q model introduces an additional flexibility in terms of the relative variation of the fluctuation force constant through oti. The MH theory is recovered in the limit... 

These findings led to fhe development of Douglas McGregor s Theory X and Theory Y management. Theory X, a basic assumption of bureaucratic organizations, assumes that people inherently dislike work, must be coerced and threatened to do the job, avoid responsibility, and have few career ambitions. Theory Y, in contrast, looks at workers as individuals willing to work and accept responsibility and as capable of self-direction and control. It also considers that the expenditure of menfal and physical energy at work is the same as at play. 

Anon. Theory X and Theory Y. Net MBA Business Knowledge Center, http // www.netmba.com/mgmt/ob/motivation/mcgregor/, accessed December 29, 2003. 

In conclusion. Theories X and Y both work, but in different ways. On the proper occasions. Theory X can produce better short-term results. However, if people are subjected to Theory X management style consistently, it could lead to disharmony and dissatisfaction, which is counterproductive in the long term. To maintain a healthy, viable organization, managers need to keep people happy and motivated. 

Intramolecular oxidation and reduction in cytochrome c complexes covalently modified was studied by several groups (for review see 190). Histidines (191, 192, 193) and cysteines (194) were used to attach covalently Ruthenium complexes to Fe- or Zn-substituted cytochrome c. Most of the experiments were done using laser lash photolysis. In each series of experiments, the distance was considered as constant and determined by molecular modelling. The free energies span between 0.5 to 1.4V. The L T rate constants do vary with the driving force as expected. However the reactions proceed with rate constants lower than those expected on the basis of results obtained on peptides. Results were all analyzed using Marcus theory. X and Hab were considered as adjustable parameters. Each series of experimental data was fitted separately (3 to 6 points). In all these papers, X values go from 1.15 to 1.22 eV and Hab vary from 0.1 to 0.24 cm l. Activation volumes were also measured (195). It seems that the transition state is more compact than the reactant state in both intra- and inter-molecular steps. 

Answer For unsteady-state mass transfer across expanding gas-liquid interfaces via the penetration theory, x = and y =. Since there is no convective mass transfer parallel to the interface, z = 0. 

Quantum-mechanical and semiclassical corrections to the simple collision theory ( X and at l ) and activated complex theory (Xac andxg ) for the isotopic H2 + H reactions based on the Weston-Mortensen potential energy surface - tunneling correction. 

McGregor s book The Human Side of Enterprise was published in 1960. His view was that the leadership approach managers took was based on assumptions they made about the people they managed. McGregor grouped possible assumptions in what he called Theory X and Theory Y categories. 

Figure 2.3.5 Adapted from McGregor Theory X and Theory Y assumptions about people...

Assuming you see some validity in the Theory X-Theory Y model, consider some hypothetical examples of its usefulness as applied to individuals and even organizations. Theories X and Y can help you understand the responsiveness or non-responsiveness... 

Another well-known use of this rhetorical device is the juxtaposition of Theory X and Theory Y in Douglas McGregor s 1960 book The Human Side of Enterprise. The juxtaposition was used to encapsulate a fundamental distinction between two different management styles (authoritarian and participative, respectively), which turned out to be very influential. And there are, of course, even more famous examples, such as Galileo s Dialogue Concerning the Two Chief World Systems and the philosophical dialogue in the works of Plato. 

For more information about Theory-X and Theory-Y managers, including some very interesting examples, read the book McGregor, Douglas, The Human Side of the Enterprise, McGraw-Hill, New York, 1985. 

Let s discuss a little bit of theory. If you reach back and think of basic worker theories, you might remember X-, Y-, and Z-type workers. In 1960 Douglas McGregor published a book called The Human Side of Enterprise. This book discussed theories X and Y at great length. One philosophy was that workers were basically evil, lazy, and not willing to be team members because their basic nature will not allow them to do so. This is called theory X. Theory X carried with it the following three main assumptions ... 

Supervisory styles were mentioned both in the Hawthorne study and in a book discussing theory X and Y. The theory X manager/supervisor thinks that workers are basically bad and cannot be trusted. Punishment is mentioned as a motivator for the theory X supervisor. The theory Y manager/supervisor believes that workers are not basically bad. This theory attributes poor worker performance to a management failure and not to the worker s nature. Later chapters expound on the basic themes presented so far and on developing programs to enhance safety culture. 

Recall from Chapter 2 the discussion on theory X and Y. There are still many supervisors employed today who are the typical theory X supervisor or manager. Caution must be exercised to ensure that these types of reports are used for accident-prevention purposes and not fault finding. Getting people used to filling out these reports takes time and determination. The format used in these report forms should be worded so that prevention is the key word. 

Nevertheless, Theory X and y represent two completely different scenarios which neither of them represent the real situation well, it is more likely to find an amalgamation of the two (Li and Man 2006). 

Note Theory X and positive reinforcement theories with indicate that people are motivated because they are afraid of lower achievement, salary etc... 

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