Dinh Phan

MANAGEMENT PHILOSOPHY
INSTRUCTIONS:
Please read the following statements carefully and then evaluate the extent to which you agree or disagree with each
statement.

(1) (2) (3) (4) (5) (6) (7)

Strongly Disagree Slightly Neither Agree Slightly Agree Strongly
Disagree Disagree Nor Disagree Agree Agree

___2____ 1. Most people try to do as little work as possible.

___2____ 2. Most people prefer to play around or goof off rather than work hard.

___6____ 3. Most employees need to be closely supervised.

___1____ 4. Most employees prefer to be told exactly what to do and how to do it rather than figure it out for

themselves

___4____ 5. Most employees do not really care very much about the organization’s goals.

___5____ 6. Most employees would prefer increased job security rather than greater responsibility.

___5____ 7. Most employees demonstrate little initiative and rarely do things that they have not been

specifically assigned to do.

___7____ 8. Lower-level employees generally do not have much to contribute when asked to help solve

problems or make decisions.

___1____ 9. It is just basic human nature – in general, people naturally tend to dislike work.

___1____ 10. Most employees are not self-motivated – managers must provide the motivation for them.

Total Score: ____34______

Scoring Information:
Total scores can range from 10 to 70.
The closer you are to 10, the stronger your Theory Y tendencies.
The closer you are to 70, the stronger your Theory X tendencies.

Strong Theory X – Scores from 55 to 70.

Moderate Theory X – Scores from 40-54
Moderate Theory Y – Scores from 25-39
Strong Theory Y – Scores from 10-25

1. Theory X vs. Theory Y Approach to Management

Theory X and Theory Y was an idea devised by Douglas McGregor in his classic work
“The Human Side of Enterprise”. At its core, it suggests that there is a fundamental
distinction in management styles between Theory X and Theory Y managers. This
distinction arises from differences related to assumptions about how workers are
motivated.

Theory X is based on a relatively pessimistic assessment of human nature as it relates

to work. This style assumes that employees tend to be lazy, try to avoid work, and
dislike having responsibility. Furthermore, it assumes that most employees are primarily
motivated by money (or the application of rewards and consequences).

In contrast, Theory Y is based on a more optimistic assessment of human nature. This

style assumes that employees enjoy work, willingly engage in activities for the good of
the organization, and desire autonomy and responsibility. It assumes that employees
are motivated by many factors beyond extrinsic rewards.

Naturally, many managers fall somewhere in the middle in terms of their orientation.
Moreover, the managerial approach that typically results from each orientation is likely
to be successful in some situations and unsuccessful in others.

Take the Theory X vs. Theory Y self-assessment.

First, calculate and report your score and indicate whether your tendency is to be a
Strong Theory X, Weak Theory X, Weak Theory Y, or Strong Theory Y manager. Then,
discuss how this predisposition may influence your behavior as a manager – both
positively and negatively. In what situations would your predisposition be helpful and in
what situations might your predisposition create problems?

Next, do you perceive your current (or most recent) supervisor to be a Theory X or
Theory Y manager? How has his/her orientation influenced your unit's culture and
practices and has this orientation made him/her more effective or less effective? Make
sure to explain your answer and provide examples.

There is no specific length requirement for this assignment, but, in general, I would
expect you to write several good, solid paragraphs and for your answer to be about 1
page single spaced.
 Dinh Phan
MANGT 820

Theory X vs. Theory Y Approach to Management Report

In Management Philosophy, my score is 34. It is Moderate Theory Y – Scores

from 25-39. In my understanding, Theory Y is theoretical flexible and positive
inclinations of man and human behavior.
Positively, it is given that human nature like to work, never evade working and
want to work whenever possible. Humans prefer teamwork and mastery orientation.
They will be tied to the group if they achieve personal satisfaction. People want and love
to learn to shoulder the responsibility. Talented people are always latent, it is important
to issues arouse their talent. Man does not like being controlled, they will work with the
best result without controlling. This theory assumes that man always had aspirations,
ability to encourage themselves, capable of receiving larger duties, capable of
autonomy and self-rule. This theory also believes that people like to perform a voluntary
task. The managers in this theory suppose that if a chance, employees will be very
innovative and progressive work. If the freedom of workers expresses their best abilities
without being bound by the guidelines, rules too strict, they will be able to increase
productivity significantly. Theory Y managers believe that creating good working
conditions leads to employees interested in the work which they love. Then, they will
have great dedication. Therefore, as managers, we should try to do our best to liberate
workers from the barrier to the ability to express themselves.
In contrast, theory Y seems to be optimal. It has some drawbacks. While there is
a more personal and individualistic feel, this leaves room for error in terms of
consistency and uniformity. The workplace lacks unvarying rules and practices, and this
can result in an inconsistent product which could potentially be detrimental to the quality
standards and strict guidelines of a given company. Without controlling, humans can
break the laws. It can affect the performance. No need to reward them if they want to
work and do not appreciate being punished when they do not work. That can make
them feel tired of working in our organization.
When I was in Vietnam, I worked in Marketing department at Gia Dinh
Supermarket. My boss, Nghiem Chuong, he was really good in applying Theory Y to his
employees, especially me. He gave me many opportunities to create and develop my
ideas in managing my work. In the end of this month, he sent me a schedule for the
whole next month without saying anything. My responsibilities were trying to be done on
time and never left them behind. Sometimes, I was so happy with my job. However, it
depressed me a lot, I had to figure out by myself what I need to do, who I need to
contact, etc,. In addition, I did not receive any rewards even though I was always done
on time and worked well. That’s why I left my job and then, worked as accountant for my
next job.