Day 2 - Thoery X and Y Managers

The class started with a an introduction to Pygmalion Effect. The effect says that the greater the expectation is placed on a person, the higher their performance is. It is named after a Scultor who made a female out of his  own

ivory statue by his wish and fell in love with her.
The basic of this theory is simple. If you think positively (optimistic) and expect more out of a person, this will increase the confidence level of the person and he could do more. Something in line with "The Secret" by Rholanda Byrne.

The comes the Theory of X & Y Managers. This theory explains how productivity can depend on the attitudes of both employees and managers.

Theory X Manager and Bad Employees:
Here the employees are not motivated towards work and the manager assumes them to be lazy. This would not help the organization (or the Manager and the Employees eventually) as a Manager has always have to motivate his employees. The performance of the employees would degrade more and more.

Theory X Manager and Good Employees:
Here the Employees are motivated but the Manager is not able to recognize them. Even if he recognizes he would not acknowledge their work. This is a dangerous situation as this will terribly demotivate the employees and will also cause irregularities in the work. This would also lead to attrition as this the employees would not get the recognition and so the job satisfaction under the manager.

Theory Y Manager and Bad Employees:
Even if the employees are not motivated, a good manager can himself motivate the employees. If employees doesn't perform well, a manager should identify the reasons and solve the issues. If rightly motivated and recognized the performance of the employees will go up.

Theory Y Manager and Good Employees:
This is the ideal condition required for an organization. As both employess and the manager are self-motivated the will work in synch and work effectively and efficiently. This will result in increase in production.