McGregor's X & Y theory - Revision history

S200400 at 20:07, 28 February 2021

2021-02-28T20:07:17Z

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	To understand how a project manager can use motivation as a tool, it is essential to consider what it is that motivates, and which factors that influence motivation such as relationships and the managers soft skills.		To understand how a project manager can use motivation as a tool, it is essential to consider what it is that motivates, and which factors that influence motivation such as relationships and the managers soft skills.

	== Motivation ~~theory~~ ==		== Motivation ==

	==== Motivation and Human Relation Movement ====		==== Motivation and Human Relation Movement ====

S200400: /* Application */

2021-02-26T15:03:37Z

Application

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	== Application ==		== Application ==
	[[File:Situation.JPG\|thumb\|upright=1.8\| The Situation Based Leadership Model developed by Paul Hersey and Kenneth Blanchard. The model describes the ~~foure~~ different categories of how a leader should ~~adaped~~ to ~~motivete~~ the ~~emplyee~~ based on their capacity and experience. S1, S2, S3 and S4 indicate these foure different leader styles, and U1, U2, U3 and U4 discribes the emplyeer ability and willingness. Figure inspired by <ref name="HBmodel"/>and <ref name="CFI"/>]]		[[File:Situation.JPG\|thumb\|upright=1.8\|[figure 4] The Situation Based Leadership Model developed by Paul Hersey and Kenneth Blanchard. The model describes the four different categories of how a leader should adapt to motivate the employees based on their capacity and experience. S1, S2, S3 and S4 indicate these foure different leader styles, and U1, U2, U3 and U4 discribes the emplyeer ability and willingness. Figure inspired by <ref name="HBmodel"/>and <ref name="CFI"/>]]

	According to reinforcement theories, humans behave in a specific way because it can be rewarding to them.<ref name="Book3"/> When a project manager has the skills and ability to motivate employees, the managers own goals are more likely to be fulfilled. This means that both parts are rewarded.		According to reinforcement theories, humans behave in a specific way because it can be rewarding to them.<ref name="Book3"/> When a project manager has the skills and ability to motivate employees, the managers own goals are more likely to be fulfilled. This means that both parts are rewarded.
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	An example of a model that motivates after evaluating each individual, is '''The Situation Based Leadership model'''.		An example of a model that motivates after evaluating each individual, is '''The Situation Based Leadership model'''.
	The Situational Leadership model also called The Hersey- Blanchard Model, developed by Paul Hersey and Kenneth Blanchard, is a tool "that focuses on the ability and willingness of individual employees" <ref name="CFI"/> This model helps the leader to motivate the employee based on their capacity and experience. The model uses a diagram to classify the employees in four different categories, and four belonging leader styles that adapt leaderships methods corresponding to a specific level of employee development. The model focus on the individual, and can therefore be challenging to apply on groups with variation of experience and abilities.<ref name="CFI"/>		The Situational Leadership model also called The Hersey- Blanchard Model, developed by Paul Hersey and Kenneth Blanchard, is a tool "that focuses on the ability and willingness of individual employees" <ref name="CFI"/> This model helps the leader to motivate the employee based on their capacity and experience. The model uses a diagram to classify the employees in four different categories and four belonging leader styles that adapt leaderships methods corresponding to a specific level of employee development. The model focus on the individual, and can therefore be challenging to apply on groups with variation of experience and abilities.<ref name="CFI"/>

	To be able to fulfill the project objectives a different way of using the theory X and Y is to create an optimal project team by '''handpicking the most suitable persons'''. Companies uses resources and effort into hiring people that fits the company by a thorough recruitment processes. There are several methods used to find the right candidates. Personality tests such as the Big five or ability tests like Korn Ferry are commonly used. This is to create a well functioning team that meets the companies preferable qualifications and standards to achieve successful projects.		To be able to fulfill the project objectives a different way of using the theory X and Y is to create an optimal project team by '''handpicking the most suitable persons'''. Companies uses resources and effort into hiring people that fits the company by a thorough recruitment processes. There are several methods used to find the right candidates. Personality tests such as the Big five or ability tests like Korn Ferry are commonly used. This is to create a well functioning team that meets the companies preferable qualifications and standards to achieve successful projects.

S200400: /* What is a successful project manager? */

2021-02-26T14:49:08Z

What is a successful project manager?

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	=====What is a successful project manager?=====		=====What is a successful project manager?=====
	[[File:Triangle.JPG\|thumb\|upright=1.8\|The PMI Talent triangle, inspired by the PMI standard's ~~Talen~~ triangle from the book ''Guide to the Project Management Body of Knowledge 6th edition'', by Project Management Institute <ref name="Book1"/>]]		[[File:Triangle.JPG\|thumb\|upright=1.8\|[figure 3] The PMI Talent triangle, inspired by the PMI standard's Talent triangle from the book ''Guide to the Project Management Body of Knowledge 6th edition'', by Project Management Institute <ref name="Book1"/>]]
	To be the most effective project manager, recent PMI (Project Management Institute) studies have shown that the skills needed are the combined competences seen in the PMI Talent triangle. Here it is not only the technical, strategic, or business aspects of management competence that are important, but also the knowledge and ability to guide, motivate and direct a team to achieve the project objectives. This type of competence is also seen in qualified leaders. <ref name="Book1"/>		To be the most effective project manager, recent PMI (Project Management Institute) studies have shown that the skills needed are the combined competences seen in the PMI Talent triangle. Here it is not only the technical, strategic, or business aspects of management competence that are important, but also the knowledge and ability to guide, motivate and direct a team to achieve the project objectives. This type of competence is also seen in qualified leaders. <ref name="Book1"/>

	A reoccurring theme in every project is people. Dealing with people is not as elementary as dealing with logistics, numbers, graphs or programs. Therefore, the knowledge of peoples behavior is essential to be able to motivate and guide. To accomplish success, a project manager should have these abilities and strive to be a greater leader. This type of expertise also applies when working with project stakeholders, the project team and sponsors. Qualities and competences for a good project manager are managing relationships and conflicts by building trust, seeking consensus, being respectful, ethical, service minded, a problem solver and use this to build effective teams. <ref name="Book1"/>		A reoccurring theme in every project is people. Dealing with people is not as elementary as dealing with logistics, numbers, graphs or programs. Therefore, the knowledge of peoples behavior is essential to be able to motivate and guide. To accomplish success, a project manager should have these abilities and strive to be a greater leader. This type of expertise also applies when working with project stakeholders, the project team and sponsors. Qualities and competences for a good project manager are managing relationships and conflicts by building trust, seeking consensus, being respectful, ethical, service minded, a problem solver and use this to build effective teams. <ref name="Book1"/>

	Marcus Buckingham wrote in March 2005 the article “What Great Managers Do”, in the Harvard Business review magazine after researching managers in general and its top performers. He found out that there is one quality that separates great managers from the rest: “They discover what is unique about each person and then capitalize on it. Average managers play checkers, while great managers play chess.” The difference was that top performing managers treated the employees with the knowledge of each unique value and their abilities, rather than in checkers where the pieces moves at the same pace on parallel paths. It is a plan and a coordination behind every movement, but each employee is treated the exact same way. Top performing managers discover peoples uniqueness and likes to work with people. «Fine shadings of personality, though they may be invisible to some and frustrating to others, are crystal clear to and highly valued by great managers.” <ref name="hbrgreat"/>		Marcus Buckingham wrote in March 2005 the article “What Great Managers Do”, in the Harvard Business review magazine after researching managers in general and its top performers. He found out that there is one quality that separates great managers from the rest: “They discover what is unique about each person and then capitalize on it. Average managers play checkers, while great managers play chess.” The difference was that top performing managers treated the employees with the knowledge of each unique value and their abilities, rather than in checkers where the pieces moves at the same pace on parallel paths. It is a plan and a coordination behind every movement, but each employee is treated the exact same way. Top performing managers discover peoples uniqueness and likes to work with people. «Fine shadings of personality, though they may be invisible to some and frustrating to others, are crystal clear to and highly valued by great managers.” <ref name="hbrgreat"/> With all of this in mind, one could therefore argue for that McGregor's theory Y is highly applicable in order to achieve this kind of leadership.

	== Application ==		== Application ==

S200400 at 14:37, 26 February 2021

2021-02-26T14:37:55Z

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	Before McGregor's theory was published, those who wrote about leadership focused on the qualities and characteristics of 'Great People'. This was to identify the individual qualities of great leaders. McGregor argued that alongside individual qualities, there was also complex relationships to manage in order to succeed as a leader. "He was one of the first to argue that leadership was more about the relationship between the leader and the situation they faced, than merely the characteristics of the leader alone."<ref name="IBJ"/> Therefore it is interesting to investigate relationship in form of interpersonal relationship related to work.		Before McGregor's theory was published, those who wrote about leadership focused on the qualities and characteristics of 'Great People'. This was to identify the individual qualities of great leaders. McGregor argued that alongside individual qualities, there was also complex relationships to manage in order to succeed as a leader. "He was one of the first to argue that leadership was more about the relationship between the leader and the situation they faced, than merely the characteristics of the leader alone."<ref name="IBJ"/> Therefore it is interesting to investigate relationship in form of interpersonal relationship related to work.

	To be able to accomplish the need for belonging, love, acceptance, and social exchange relative to the three steps at the top of Maslow's pyramide, relationships are important.		To be able to accomplish the need for belonging, love, acceptance, and social exchange relative to the three steps at the top of Maslow's pyramide, relationships are important.
	~~This is also~~ to ~~accomplish motivation according~~ the Book, Interpersonal Relationships by Diana Jackson- Dwyer, Foundation of psychology "..humans have evolved a need to belong, which is a fundamental motivation." <ref name="Book3"/>		According to the Book, Interpersonal Relationships by Diana Jackson- Dwyer, Foundation of psychology, establishing and maintaining relationships is essential in order to accomplish motivation: "..humans have evolved a need to belong, which is a fundamental motivation." <ref name="Book3"/>

	The concept of interpersonal ~~relation~~, also called relationship science, demonstrates why relationships are meaningful. Interpersonal skills are useful to communicate and create a reliable relationship and personal growth. By using soft skill or development of interpersonal communication, it is possible to exchange feelings with the use of verbal or non- verbal messages. This competence leads to preferable qualities such as effective and good communication, decision-making, problem solving, optimism and teamwork. <ref name="wikiinter"/>		The concept of interpersonal relations, also called relationship science, demonstrates why relationships are meaningful. Interpersonal skills are useful to communicate and create a reliable relationship and personal growth. By using soft skill or development of interpersonal communication, it is possible to exchange feelings with the use of verbal or non- verbal messages. This competence leads to preferable qualities such as effective and good communication, decision-making, problem solving, optimism and teamwork. <ref name="wikiinter"/>

	There are several types of relationships that involves social associations, connections, or affiliations between two or more people. One of them are business relationship and relates to partnership, employer/ employee, contractors, costumers, and coworkers. These relationships are dynamic systems and continuously vary from start to end.		There are several types of relationships that involves social associations, connections, or affiliations between two or more people. One of them are business relationship and relates to partnership, employer/ employee, contractors, costumers, and coworkers. These relationships are dynamic systems and continuously vary from start to end.
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	A project managers task is to achieve a project’s objectives by leading a project team. The role of a project manager may vary from project to project, and organization to organization, but includes the communication role between team members, stakeholders, and project sponsors. <ref name="Book1"/>		A project managers task is to achieve a project’s objectives by leading a project team. The role of a project manager may vary from project to project, and organization to organization, but includes the communication role between team members, stakeholders, and project sponsors. <ref name="Book1"/>

	According to the British Standard: Managing successful Projects with Prince2, project management is "the planning, delegating, monotoring and control of all aspects of the projects, and the motivation of those involved, to achieve the project objectives within the performance targets.. " <ref name="Book2"/>		According to the British Standard: Managing successful Projects with Prince2, project management is "the planning, delegating, monotoring and control of all aspects of the projects, and the motivation of those involved, to achieve the project objectives within the performance targets.. " <ref name="Book2"/> To do this it is important to be able to manage people. This can be done using soft skills, such as interpersonal competence. This type of proficiency can be used as a tool to avoid or solve conflicts and to achieve consensus with the project stakeholders. <ref name="Book1"/>

	To do this it is important to be able to manage people. This can be done using soft skills, such as interpersonal competence. This type of proficiency can be used as a tool to avoid or solve conflicts and to achieve consensus with the project stakeholders. <ref name="Book1"/>

	=====What is a successful project manager?=====		=====What is a successful project manager?=====

S200400 at 14:27, 26 February 2021

2021-02-26T14:27:20Z

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	====Related to The hierarchy of needs====		====Related to The hierarchy of needs====
	The Maslow hierarchy of needs describes how effort and motivation are correlated. ~~This relates~~ to the two theories, X and Y. Theory X describes motivation relative to the employees needs of financially safety. This need is one of the basic needs, and therefore the most effective incentive to make people work as it demands less interpersonal effort. This relates to the two basic needs at the bottom of the pyramide, safety- and physiological needs.<ref name="wikimaslow"/> For obvious reasons, these needs will always be important for the employees. This means that the employer will give you as a project manager or an employee, any other reason to keep on working in that specific firm, other than money.		The Maslow hierarchy of needs describes how effort and motivation are correlated. The hierarchy can therefore be linked to the two theories, X and Y. Theory X describes motivation relative to the employees needs of financially safety. This need is one of the basic needs, and therefore the most effective incentive to make people work as it demands less interpersonal effort. This relates to the two basic needs at the bottom of the pyramide, safety- and physiological needs, where the factors food, shelter, job and insurance among others are key essentials.<ref name="wikimaslow"/> For obvious reasons, these needs will always be important for the employees. This means that the employer will not give you as a project manager or an employee, any other reason to keep on working in that specific firm, other than money.

	Whereas esteem, self- actualization and love and belonging are essential motivation tools in theory Y, where the project manager use these to drive their employees to achieve success, the more basic needs of physiological and safety needs are the only needs related to theory X. Working with theory Y will therefore demand a greater amount of effort. When managers follow the theory Y in a greater extent, it will create positive ripple effects on the associated team, group, and organization. <ref name="wikimaslow"/> <ref name="simplemaslow"/>		Whereas esteem, self- actualization and love and belonging are essential motivation tools in theory Y, where the project manager use these to drive their employees to achieve success, the more basic needs of physiological and safety needs are the only needs related to theory X. Working with theory Y will therefore demand a greater amount of effort. When managers follow the theory Y in a greater extent, it will create positive ripple effects on the associated team, group, and organization. <ref name="wikimaslow"/> <ref name="simplemaslow"/>

	===Interpersonal relationship===		===Interpersonal relationship===

	Before McGregor ~~came along~~, those who wrote about leadership, focused on the qualities and characteristics of `Great People. This was to ~~identifying~~ individual qualities of leaders. McGregor argued that alongside individual qualities, there was also complex relationships in ~~relation~~ to ~~leadership that was not just about the property of the individual~~."He was one of the first to argue that leadership was more about the relationship between the leader and the situation they faced, than merely the characteristics of the leader alone."<ref name="IBJ"/> ~~Therefor~~ it is interesting to investigate relationship in form of interpersonal relationship related to work.		Before McGregor's theory was published, those who wrote about leadership focused on the qualities and characteristics of 'Great People'. This was to identify the individual qualities of great leaders. McGregor argued that alongside individual qualities, there was also complex relationships to manage in order to succeed as a leader. "He was one of the first to argue that leadership was more about the relationship between the leader and the situation they faced, than merely the characteristics of the leader alone."<ref name="IBJ"/> Therefore it is interesting to investigate relationship in form of interpersonal relationship related to work.

	To be able to accomplish the need for belonging, love, acceptance, and social exchange relative to the three steps at the top of Maslow's pyramide, relationships are important.		To be able to accomplish the need for belonging, love, acceptance, and social exchange relative to the three steps at the top of Maslow's pyramide, relationships are important.
	This is also to accomplish motivation according the Book, Interpersonal Relationships by Diana Jackson- Dwyer, Foundation of psychology "..humans have evolved a need to belong, which is a fundamental motivation." <ref name="Book3"/>		This is also to accomplish motivation according the Book, Interpersonal Relationships by Diana Jackson- Dwyer, Foundation of psychology "..humans have evolved a need to belong, which is a fundamental motivation." <ref name="Book3"/>

S200400 at 13:38, 26 February 2021

2021-02-26T13:38:51Z

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	At the left side, it is shown which steps that are related to McGregor's the two theories, X and Y. Figure is inspired by Simply Psychology <ref name="simplemaslow"/> and The Organizational Channel <ref name="Youtube1"/>]]		At the left side, it is shown which steps that are related to McGregor's the two theories, X and Y. Figure is inspired by Simply Psychology <ref name="simplemaslow"/> and The Organizational Channel <ref name="Youtube1"/>]]

	Theory X is based upon that the manager tends to think that the workers are naturally unmotivated, avoids reasonability, must be controlled, needs supervision in every step, have no work ambition and do not like employment. To be sure the workers complete their task the manager often motivates with money or penalties, also referred to as a carrot-to-stick approach. To control staff performance, tangible results are used. An example of this is sales figures. Usually this type of managing has an authoritarian style and a top- down approach. In this case the managers tend to micromanage people's work, which is often seen in process-driven workplaces. These types of workplaces are often huge organizations with a big number of employees and tight deadlines. <ref name="mindxandy"/> <ref name="wikixandy"/> <ref name="book"/>		Theory X is based upon that the manager tends to think that the workers are naturally unmotivated, avoids reasonability, must be controlled, needs supervision in every step, have no work ambition and do not like employment. To be sure the workers complete their task, the manager often motivates with money or penalties, also referred to as the carrot-to-stick approach. To control staff performance, tangible results are used. An example of this is sales figures. Usually this type of managing has an authoritarian style and a top- down approach. In this case the managers tend to micromanage people's work, which is often seen in process-driven workplaces. These types of workplaces are often huge organizations with a big number of employees and tight deadlines. <ref name="mindxandy"/> <ref name="wikixandy"/> <ref name="book"/>

	==='''Theory Y'''===		==='''Theory Y'''===
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	====Related to The hierarchy of needs====		====Related to The hierarchy of needs====
	The hierarchy ~~is about~~ how effort and motivation are correlated. This relates to the two theories, X & Y. Theory X describes motivation relative to the employees needs of financially safety. This need is one of the basic needs, and therefore the most effective incentive to make people work ~~and~~ demands less interpersonal effort. This relates to the two basic needs at the bottom of the pyramide, safety- and physiological needs.<ref name="wikimaslow"/> For obvious reasons, these needs will always be important for the employees. This means that the employer will give you as a project manager or an employee, any other reason to keep on working in that specific firm, other than money.		The Maslow hierarchy of needs describes how effort and motivation are correlated. This relates to the two theories, X and Y. Theory X describes motivation relative to the employees needs of financially safety. This need is one of the basic needs, and therefore the most effective incentive to make people work as it demands less interpersonal effort. This relates to the two basic needs at the bottom of the pyramide, safety- and physiological needs.<ref name="wikimaslow"/> For obvious reasons, these needs will always be important for the employees. This means that the employer will give you as a project manager or an employee, any other reason to keep on working in that specific firm, other than money.

	Whereas esteem, self- actualization and love and belonging are essential motivation tools in theory Y, where the project manager use these to drive their employees to achieve success, the more basic needs of physiological and safety needs are the only needs related to theory X. Working with theory Y will therefore demand a greater amount of effort. When managers follow the theory Y in a greater extent, it will create positive ripple effects on the associated team, group, and organization. <ref name="wikimaslow"/> <ref name="simplemaslow"/>		Whereas esteem, self- actualization and love and belonging are essential motivation tools in theory Y, where the project manager use these to drive their employees to achieve success, the more basic needs of physiological and safety needs are the only needs related to theory X. Working with theory Y will therefore demand a greater amount of effort. When managers follow the theory Y in a greater extent, it will create positive ripple effects on the associated team, group, and organization. <ref name="wikimaslow"/> <ref name="simplemaslow"/>

S200400 at 13:21, 26 February 2021

2021-02-26T13:21:29Z

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	==='''Theory X'''===		==='''Theory X'''===
	[[File:Pyramide 03.JPG\|thumb\|upright=2.5\| The pyramide shows Maslow's hierarchy of needs. On the right side, examples for each step are stated.		[[File:Pyramide 03.JPG\|thumb\|upright=2.5\| [figure 2] The pyramide shows Maslow's hierarchy of needs. On the right side, examples for each step are stated.

	At the left side, it is shown which steps that are related to McGregor's the two theories, X and Y. Figure is inspired by Simply Psychology <ref name="simplemaslow"/> and The Organizational Channel <ref name="Youtube1"/>]]		At the left side, it is shown which steps that are related to McGregor's the two theories, X and Y. Figure is inspired by Simply Psychology <ref name="simplemaslow"/> and The Organizational Channel <ref name="Youtube1"/>]]

S200400 at 13:20, 26 February 2021

2021-02-26T13:20:32Z

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	[[File:X and Y.JPG\|thumb\|upright=1.2\| Douglas McGregor's Theory X & Y, where X- employee symbolize "I do not want to work" and Y- emplyee "I am happy to work". Figure inspired by <ref name="wikixandy"/>]]		[[File:X and Y.JPG\|thumb\|upright=1.2\| [figure 1] Douglas McGregor's Theory X & Y, where X- employee symbolize "I do not want to work" and Y- emplyee "I am happy to work". Figure inspired by <ref name="wikixandy"/>]]
	Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the work of the American Psychologist Abraham Maslow. The theories described the two different manager styles, and how the project manager's primary beliefs has a big influence on how the employees are motivated and how the organizations are managed. <ref name="IBJ"/> Finding how the employees are motivated, is intriguing because a motivated co- worker is more likely to help the manager achieve the project objectives.		Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the work of the American Psychologist Abraham Maslow. The theories described the two different manager styles, and how the project manager's primary beliefs has a big influence on how the employees are motivated and how the organizations are managed. <ref name="IBJ"/> Finding how the employees are motivated, is intriguing because a motivated co- worker is more likely to help the manager achieve the project objectives.

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	In extend of the Human relation movement the Maslow hierarchy of needs was presented, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence the human mentality and our tendency for growth, identity, and excellence.		In extend of the Human relation movement the Maslow hierarchy of needs was presented, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence the human mentality and our tendency for growth, identity, and excellence.
	For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y and are shown in ~~the image below~~.		For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y and are shown in figure 2.

	==='''Theory X'''===		==='''Theory X'''===

S200400: /* What motivates */

2021-02-26T13:19:12Z

What motivates

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	In extend of the Human relation movement the Maslow hierarchy of needs was presented, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence the human mentality and our tendency for growth, identity, and excellence.		In extend of the Human relation movement the Maslow hierarchy of needs was presented, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence the human mentality and our tendency for growth, identity, and excellence.
	For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y~~. Shown~~ in image below.		For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y and are shown in the image below.

	==='''Theory X'''===		==='''Theory X'''===

S200400 at 13:18, 26 February 2021

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	[[File:X and Y.JPG\|thumb\|upright=1.2\| Douglas McGregor's Theory X & Y, where X- employee symbolize "I do not want to work" and Y- emplyee "I am happy to work". Figure inspired by <ref name="wikixandy"/>]]		[[File:X and Y.JPG\|thumb\|upright=1.2\| Douglas McGregor's Theory X & Y, where X- employee symbolize "I do not want to work" and Y- emplyee "I am happy to work". Figure inspired by <ref name="wikixandy"/>]]
	Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the work of the American Psychologist Abraham Maslow. The theories described the two different manager styles, and how the project manager's primary beliefs has a big influence on how the ~~emplyees~~ are motivated and how the ~~organization run~~. <ref name="IBJ"/>		Douglas McGregor was a professor at Massachusetts Institute of Technology and developed in the 1960’s the two motivation theories X & Y, alongside the work of the American Psychologist Abraham Maslow. The theories described the two different manager styles, and how the project manager's primary beliefs has a big influence on how the employees are motivated and how the organizations are managed. <ref name="IBJ"/> Finding how the employees are motivated, is intriguing because a motivated co- worker is more likely to help the manager achieve the project objectives.

	Finding how the employees are motivated, is intriguing because a motivated co- worker is more likely to help the manager achieve the project objectives.

	'''Theory X''' is based on the opinion that the employees does not want to work and must be externally motivated. The X illustrates the employee crossing arms in front of him/her and symbolizes “I do not want to work”.The alternative approach is '''theory Y''' which are more recognizable in todays manager style. Here the manager believes the employees are motivated internally by work satisfaction and are encouraged without direct supervision. The Y describes an employee with open arms. “I am happy to work.” <ref name="wikixandy"/>		'''Theory X''' is based on the opinion that the employees does not want to work and must be externally motivated. The X illustrates the employee crossing arms in front of him/her and symbolizes “I do not want to work”.The alternative approach is '''theory Y''' which are more recognizable in todays manager style. Here the manager believes the employees are motivated internally by work satisfaction and are encouraged without direct supervision. The Y describes an employee with open arms. “I am happy to work.” <ref name="wikixandy"/>

	These theories are not particular used in practice, but are however an interesting way of viewing the two different aspects of project management and employee motivation. The motivation topic is time accurate because of the continues aiming for self- actualization.		These theories are not particular used in practice, but are however an interesting way of viewing the two different aspects of project management and employee motivation. The motivation topic is time accurate because of the continues aiming for self- actualization.
	To understand how a project manager can use motivation as a tool, it is essential to consider what motivates, and which factors that influence motivation such as relationships and the managers soft skills.		To understand how a project manager can use motivation as a tool, it is essential to consider what it is that motivates, and which factors that influence motivation such as relationships and the managers soft skills.

	== Motivation theory ==		== Motivation theory ==
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	There are several different tools and theories that point out the importance of the human aspect in project management. The ability to motivate and the relationship between employees, teams and individuals are some of the regulars.		There are several different tools and theories that point out the importance of the human aspect in project management. The ability to motivate and the relationship between employees, teams and individuals are some of the regulars.

	The importance of motivation related to work, started with the human relation movement. Motivation, social relation, and employee satisfaction was investigated in relation to factory productivity in the 1930s’. Here the workers were considered in terms of their psychology rather than as replaceable bricks. The movement realized that organizational structures and processes influenced worker behavior and motivation.<ref name="wikihuman"/>		The importance of motivation related to work, started with the human relation movement. Motivation, social relation, and employee satisfaction was investigated in relation to factory productivity in the 1930s’. Here the workers were considered in terms of their psychology rather than as replaceable bricks. The movement realized that organizational structures and processes influenced worker behavior and motivation.<ref name="wikihuman"/> Elton Mayo, which was one of those who laid the foundation of this movement, was especially interested in group effects on the behavior of individuals at work. He stressed the power of natural groups, two-way communication, and high-quality leadership.<ref name="wikielton"/>

	Elton Mayo was one of those who laid the foundation of the human relation movement and was especially interested in group effects on the behavior of individuals at work. He stressed the power of naturel groups, two-way communication, and high-quality leadership.<ref name="wikielton"/>		Some of the most interesting theories that developed after the human relation movement, was the Maslow's hierarchy of needs and McGregors theory X and Y. These are one of the most known motivation theories and it is said to be the foundation for organizational studies and organizational communication studies.<ref name="Youtube1"/>

	Some of the theories that ~~appaired~~ after the movement was Maslow's hierarchy of needs and McGregors theory X and Y. These are one of the most known motivation theories and it is said to be ~~among other things,~~ the foundation for organizational studies and organizational communication studies.<ref name="Youtube1"/>

	===What motivates===		===What motivates===

	In extend of the Human relation movement the Maslow hierarchy of needs was ~~made~~, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence ~~our psychological~~ and our tendency to growth, identity, and excellence.		In extend of the Human relation movement the Maslow hierarchy of needs was presented, which laid the foundation for every human being and the universal needs of society. Humans have several needs, which follow the step of the pyramid where the basic needs at the bottom must be satisfied in some extent to be able to climb upwards. They are not fixed, but they are basic needs which influence the human mentality and our tendency for growth, identity, and excellence.
	For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y. Shown in image below.		For individuals to complete their hierarchy, a portion of internal sensation must be met. The five steps that human motivation generally need according to Maslow are: physiological, safety, belonging and love, social needs, esteem, and self- actualization.<ref name="wikimaslow"/> <ref name="simple"/> These applies for theory X and Y. Shown in image below.