Motivation is a process in which an individual decides to act or not based on their own desire. It can be defined as "the energy source that drives an individual toward action." In other words, it is the force that makes us move from one state to another. This force can be either positive or negative. For example, we may want to do something because we feel like doing it, or we may want to avoid doing something for fear of punishment.
KEY Takeaways
There are two main theories of motivation – Theory X and Theory Y.
The former assumes that people are motivated primarily by external rewards (money, status etc.), and the latter assumes that they are motivated by internal rewards (achievement, self-esteem).
Douglas McGregor initially created these theories when he worked at the Massachusetts Institute of Technology (MIT) Sloan School of Management in Boston during the 1950s and later expanded upon it in the 1960s.
What is the difference between Theory X and Theory Y?
Both theories are helpful, but each has its limitations. For example, Theory X says that people who don't get enough external rewards will become unmotivated. This means that if you want to motivate someone, you should give them something they value. In contrast, Theory Y suggests that people are intrinsically motivated and continue working even if they don't receive external rewards.
These two theories have a contrasting view of management styles. Theory X managers believe that employees are lazy and don't want to work; therefore, they must be forced into working by their managers. On the contrary, Theory Y managers believe that employees are intrinsically motivated and will work regardless of what happens around them.
They differ in terms of how they view human nature.
Summary:
| Characteristic | Theory X | Theory Y |
|---|---|---|
| Assumptions | Employees dislike work and avoid it when possible. | Employees view work as natural and a source of satisfaction. |
| Management Style | Control-oriented: managers must closely supervise and control employees. | Collaborative: managers should provide a supportive environment that allows employees to use their skills and creativity. |
| Motivation | Extrinsic: employees are motivated by external rewards such as money and fear of punishment. | Intrinsic: employees are motivated by a desire for self-actualization, personal growth, and the satisfaction of doing meaningful work. |
| Communication | One-way: managers give orders and employees follow them. | Two-way: managers and employees communicate openly and share ideas. |
Explained Clearly. Learn Easily.
Motivation
Motivation is what drives us to do things.
Without motivation, we wouldn't get anything done. Everyone has different things that motivate them. For some people, it might be money or fame. For others, it might be helping other people or making the world a better place. Whatever your motivation is, it's important to have something that drives you to do your best.
Limitations of Theory X
Although this theory emphasizes the importance of meeting people's needs, it does not recognize that people have different needs. This means that some people may not respond well to certain types of motivation.
Another limitation of Theory X is that it ignores the fact that motivation can change over time. In other words, even though you meet an individual's needs today, that might not ensure the person's motivation in the future.
Limitations of Theory Y
This theory focuses more on intrinsic motivation than extrinsic motivation. However, it doesn't consider the fact that people have different motivations at different times. Therefore, it cannot predict what type of motivation people will use in any given situation.
In addition, it fails to acknowledge that people can be motivated by both internal and external factors. Although people may report that they do not care about money (external motivation), this does not mean that they actually don't want to earn enough money!