Motivation Strategies and McGregor's X & Y Management Theories

Job Posting Requirements and Employee Motivation

Job Description Components

• Competencies
• Expectations
• Working Environment

Candidate Profile: Essential Skills

• Competencies: Hard Skills and Soft Skills

If a person lacks the required competencies, management must assess whether training and development can bridge the gap.

Understanding Employee Motivation

Motivation can be understood through the metaphor of motivating a donkey with a stick or a carrot:

• Stick: Push Factor (Aversive stimulus)
• Carrot: Pull Factor (Reward stimulus)

Types of Motivation

External/Extrinsic Motivation is offered by someone from the outside (e.g., salary, bonuses).

Intrinsic Motivation comes from the inside; it is driven by a personal goal (e.g., achieving a successful career or personal satisfaction).

The Role of Managers in Motivation

Managers primarily provide extrinsic motivation but aim to amplify intrinsic motivation because it is inherently stronger and more sustainable.

While receiving more money is a form of extrinsic motivation, studies show that this appreciation only lasts two and a half months on average.

A company often offers a bundle of things for the same intangible value (e.g., free drinks, flexible hours). The value of an object depends on the individual; some employees might prioritize a car, while others would prefer an extra day off.

McGregor's Theory of Management

Theory X: Extrinsic Motivation Focus

Theory X assumes that people inherently dislike work, requiring managers to push them. This dislike stems from the natural human tendency to conserve energy.

“The average human has an inherent dislike of work and will do all that is necessary to avoid it.”

Therefore, Theory X suggests that people:

• Have to be controlled or monitored by management and often threatened to work hard.
• Avoid responsibility and need to be directed by management.
• Seek security within work as their primary concern.

Managers operating under Theory X rarely give their subordinates opportunities to decide on their own and generally do not empower others.

Theory Y: Intrinsic Motivation Focus

Theory Y assumes that people love to work, enjoy changing things, and strive to achieve goals.

“Most people expend the same amount of energy or effort at work as in other spheres of their life.”

Therefore, Theory Y suggests that people:

• Are committed to the aims of the organization.
• Will be involved and engaged if they are satisfied by the job itself.
• Take over responsibility if there is opportunity and encouragement.
• Will solve problems with less direct supervision if they are committed and feel responsible.

Managers operating under Theory Y recognize the intellectual potential of their subordinates and empower them to generate value to a greater extent.