Mcgregor's Theory X And Y Total Quality Management

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Organizational behavior help us understand people in organizations so we can work together well to achieve shared goals. In this textbook, we see various topics in chapter 1 and chapter 2. In chapter 1, we learn about McGregor’s Theory X and Theory Y, Total Quality Management (TQM), e-business, human capital, social capital, effective manager’s skills, contingency approach, 21st century managers, Carroll’s global corporate social responsibility pyramid, ethics, and general moral principles for managers. In chapter 2, we understand more about four layers of diversity, the difference between affirmative action and managing diversity, Alice Eagly and Linda Carli’s labyrinth, change in U.S. population by race, social categorization theory and…show more content…
McGregor states Theory X and Theory Y. In Theory X, individuals are not willing to work, need supervision and penalty, care only about safety of their job. In Theory Y, individuals like to work, do not need supervision, make an effort for organizations, and are accountable and imaginative (McGregor, 1960). Theory X is based on McGregor’s father and grandfather’s adverse attitude toward workers. But Theory Y is based on his optimistic nature to strive toward growth (Rothwell, Stavros, & Sullivan, 2015). Southwest Airlines Co., which is perhaps the best managed and top performing company in the airline industry, cooperated with labor unions, encourage people to work together with less instructions, and empowered team effort-The management followed McGregor’s Theory Y. Southwest hold high rating as a best place to work. Also, Costco invested in human capital. It emphasized on employee’s training, allowed their people to grow, and compensated their workers higher than Walmart so satisfactions of employees or customers, and stock price are among the finest in the retail industry (Kochan, 2015). Leaders and teams embracing McGregor’s Theory Y, ended up with more effective organizations, happier customers and better…show more content…
R Roosevelt Thomas Jr recommends inclusion, building relationships and mutual adaptation as attractive options to achieve it (Thomas Jr, 1996). For inclusion, we just add or subtract the diverse persons in the company. For example, Intel invested $300 million to recruit more women and minority to increase the diversity up to 14% in the workplace (Wingfield, 2015). For building relationships, we have a good relationship with people in organizations to make it a happy place to work through sympathy and compromise. We can be “accommodative” or “proactive” to encourage diversity (Dass & Parker, 1999). For fostering mutual adaptation, people adjust themselves to others. They are willing to accept the new opinions and adjustments. In fact, diversity has a positive effect on the firm’s CSR’s outcomes (Harjoto, Laksmana, & Lee, 2015). We do not have one-way-fits-all approach to manage diversity (Dass & Parker, 1999). But we should recognize those

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