Zappos Refelcetive Analysis
Zappos Reflective Analysis
Two of the most important Human Resource Management theorists, whose work is still impacting management theory and practice today is Douglas McGregor and Rensis Likert. Douglas McGregor refers to Theory X style of management as being an old, out dated model of authority founded primarily on coercion of employees. He claims that the average worker dislikes work and will avoid it if they can. Because of this outlook workers must be controlled and/or threatened with discipline in order to achieve objectives. In addition, his belief is that if Theory X continues to be the guiding philosophy behind management strategy then organizations will fail to realize the full potential of workers as human beings. McGregor claims that Theory Y situates work as providing the possibility for human growth and the realization of higher needs of esteem and self-actualization. Thus the primary goal of Theory Y is integration. McGregor thought of as an environment for the employees to whereas they could achieve their personal goals by directing their efforts toward the success of the organization. Likert outlined four systems of management to describe the relationship, involvement, and roles of managers and subordinates in industrial settings. The Four System Approach identifies different leadership styles listed as follows: 1) Exploitative-authoritative, 2) Benevolent-authoritative, 3) Consultative System and 4) Participative System. (Mumby, D. K. 2013) Of these four styles of leadership the Exploitative-authoritative is most similar to McGregor’s Theory X where motivation occurs through fear and threats, decisions are made by top management staff, management communications viewed with great suspicion and usually a high turnover rate of employees. The Benevolent-authoritative style of management is less controlling than the Exploitative-authoritative system using the potential for punishment and partially on reward
Two of the most important Human Resource Management theorists, whose work is still impacting management theory and practice today is Douglas McGregor and Rensis Likert. Douglas McGregor refers to Theory X style of management as being an old, out dated model of authority founded primarily on coercion of employees. He claims that the average worker dislikes work and will avoid it if they can. Because of this outlook workers must be controlled and/or threatened with discipline in order to achieve objectives. In addition, his belief is that if Theory X continues to be the guiding philosophy behind management strategy then organizations will fail to realize the full potential of workers as human beings. McGregor claims that Theory Y situates work as providing the possibility for human growth and the realization of higher needs of esteem and self-actualization. Thus the primary goal of Theory Y is integration. McGregor thought of as an environment for the employees to whereas they could achieve their personal goals by directing their efforts toward the success of the organization. Likert outlined four systems of management to describe the relationship, involvement, and roles of managers and subordinates in industrial settings. The Four System Approach identifies different leadership styles listed as follows: 1) Exploitative-authoritative, 2) Benevolent-authoritative, 3) Consultative System and 4) Participative System. (Mumby, D. K. 2013) Of these four styles of leadership the Exploitative-authoritative is most similar to McGregor’s Theory X where motivation occurs through fear and threats, decisions are made by top management staff, management communications viewed with great suspicion and usually a high turnover rate of employees. The Benevolent-authoritative style of management is less controlling than the Exploitative-authoritative system using the potential for punishment and partially on reward
References: Mumby, D.K. (2013) Organizational Communication: A Critical Approach. Los Angeles: Sage Publications 2011, from http://www.wiki.com