In response to your peers, analyze the ways in which Theory X and Theory Y would typically influence employees' sense of psychological ownership. Utilize references and cite the statements.

Student One

Douglas McGregor developed Theory X and Theory Y as a useful tool in management. Theory X entails being more hands-on or even micromanaging your employees as if they don't like to work and have little motivation. "In this theory, X people have an innate fear of jobs and avoid them whenever conceivable. This leads individuals to be forced, regulated, directed, and undermined by counted to make them work. They rely on others' guidelines, keep a safe distance from responsibility, have little motivation, and need protection (Travis, 2013)." (Ahmad, 2021). Theory Y entails having higher hopes for their employees and encourages a healthy and collaborative relationship between employees and superiors.

I believe theory Y is superior in the approach to management as it promotes a healthier workplace that seems much more positive. I really don't believe there is a time where Theory X would be appropriate as I find it somewhat degrading and unpleasant for employees. As an industrial-organizational psychologist, when applying Theory X and Theory Y, you should consider who your employees are, the work they produce, and how you want them to perceive you. Personally, I would want a superior who believes in me and works alongside me rather than a superior who micromanages me and doesn't have high beliefs of me or my abilities.

Ahmad, M., Khan, A., & Arshad, M. (2021). Major theories of Job Satisfaction and their use in the field of Librarianship. Library Philosophy & Practice, 1-17.

Student two

McGregor's Theory X and Theory Y suggests that there are two assumptions of how people work. People who fit into Theory X avoid jobs and responsibilities due to a natural fear of them (Ahmad et al., 2021). These people have to be closely guided and regulated for them to do their jobs (Ahmad et al., 2021). Theory Y places more emphasis on the manager's role, suggesting that leadership is responsible for creating an environment that encourages employee's potentials and development (Yildirim & Albez, 2022).

As we discussed last week, leadership plays a very important role in the motivation of employees. I think this is why Theory Y is superior, it emphasizes the importance of supportive leadership rather than assuming that all employees are naturally lazy or uncooperative (Yildirim & Albez, 2022). While there is limited uses for Theory X that wouldn't make an employee feel unvalued, Theory X may work in situations where employees are searching for safe work with strict guidelines and no extra responsibilities (Ahmad et al., 2021). I/O psychologists can apply Theory X and Y when trying to determine why an organization may be experiencing low morale, motivation, or productivity. They can determine if the company is using one of these theories and decide if another strategy should be used in place of it.

References

Ahmad, M., Khan, A., & Arshad, M. (2021). Major theories of Job Satisfaction and their use in the field of Librarianship.Library Philosophy & Practice, 1-17.

Yildirim, I., & Albez, C. (2022). Investigation of School "Administrators" Assumptions Regarding Management Practices Based on X-Y Theory.International Journal of Contemporary Educational Research,9(4), 770-784.