'Behavioral Science Theory Essay\r'

' system X\r\nIn this theory, attention assumes employees are inherently lazy and leave behind avoid construct if they can. Be ground of this, break downers contain to be well-nigh supervised and comprehensive systems of controls developed. check to this theory, employees will show little ambition without an tantalizing incentive program and will avoid function whenever they can. The Theory X tutor tends to believe that anything moldiness end in blaming some unrivalled. Furtherto a greater extent, Theory X supervisors cannot assumption any employee, and they find this to their support staff via their communications constantly. Theory X managers naturally choose a more authoritarian style base on the threat of punishment. One major flaw of this management style is it is much more likely to ca utilization Diseconomies of Scale in large businesses.\r\n Theory Y\r\nIn this theory, management assumes employees may be ambitious, self- cause, and nauseous to accept greater responsibility, and exercise self-control, self-direction, autonomy, and empowerment. It is believed that employees enjoy their cordial and physical work duties. It is to a fault believed that if given the peril employees have the desire to be creative and prior thinking in the workplace. There is a occur for greater productivity by giving employees the freedom to perform at the best of their abilities without being bogged cut down by rules. A Theory Y manager believes that, given the right conditions, roughly people will regard to do well at work and that there is a pool of unused creativity in the workforce.\r\nApplication of theory X and Y in the US dark blue\r\nAlmost every organization, adopts either theory X or Y in managing their employees or workforce. The application of any one of these theories depends on the culture of the organization, the attitude of managers towards their employees and vise-versa and the personalities of both employers and employees.\r\nThe U S Navy is not an exception to these management practices and applications. When the Navy recruits individuals, they commonly apply Theory X. At this stage, they adopt a more authoritarian style based on the threat of punishment. The supervisors’ believe that the recruits are inherently lazy and will train if they can. They should be closely supervised and comprehensive systems of controls should be put in place in their training camps.\r\nAt this stage, it is believed that the recruits will generate to avoid responsibility whenever they can. The supervisors cannot trust the recruits and they reveal this to them through their communication constantly. Theory X celebrates to be applied in the Navy even after(prenominal) the recruits have passed and have been incorporated in the navy. They continue receiving orders from their commandants and supervisors.\r\nTheory Y is applied in the US navy once an individual climbs the ladder and becomes the commander or supervisor. At th is stage, it is assumed that the commanders/supervisors are ambitious, self-motivated, and loathsome to accept greater responsibility, exercise self-control, self-direction, and autonomy and are empowered. At this stage, the supervisors enjoy their mental and physical work duties. They have the desire to be creative and croak forward. Given the right conditions, they will always want to do well at work and use their creativity in bettering the Navy operations.\r\nEven though these approaches are, what are commonly used, the US Navy should try to apply theory Z. This theory is good, since it welcomes a more human and more effective way of managing people. It offers a long term, often lifetime employment, with a high-pitched value placed on mutual loyalty. forwarding in this case is relatively slow and change career paths for individuals and the development of specific skills is encouraged. This approach emphasizes ratiocination by consensus and insists on individual responsibil ity. It is also pet since it places attention to the welfare of subordinates as well as encourage informal relationships among individuals.\r\nHow do your two loads relate to your experience at work?\r\nIn theory x is visible in most organizations. We find employees not ready to work unattended thus need for supervisors to monitor their activities. Managers on the former(a) hand do not trust their employees and they usually carry out check up on them. In theory y we find employees when left(p) alone to work they are likely to be more productive.\r\nWhat motivates individuals to put forth effort on the job? \r\nMotivation is reasons for engaging in a particular behavior, especially human behavior. These reasons may accept basic needs such as feed or a desired object, hobbies, goal, state of being, or ideal. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or morality. What motivates people include things like money, praise, rewards, and opportunities to make decisions and be creative. Content theories include:\r\nHow are people motivated on the job?\r\nPeople can be motivated by; positive reinforcement or high expectations, effective discipline and punishment, treating people fairly, self-colored employees needs, setting work related goals, restructuring jobs, base rewards on job performance.\r\n \r\nREFERENCES\r\nMaslow’s hierarchy of needs: psychological science †The Search for Understanding by Janet A. Simons, Donald B. Irwin, and Beverly A. Drinnien.West Publishing Company, unseasoned York, 1987.\r\nhttp://www.accel-team.com/motivation/\r\nColman, Andrew M. Behavioral Science. Oxford University Press, 2001.\r\nFoulks Lynch. ACCA Paper 1.3 Managing People. Ashford Press Ltd, 2005.\r\n \r\n'