McGregor’s Theory in recruitment & selection

Theory X and Y made by McGregor has been a significant imported standard from which to create positive management style and techniques . McGregor's ideas suggest that there are two bottom line approaches to managing people. Several managers subjective by the theory x, and generally get poor results. On the other hand, liberal managers use theory y, which determine better performance and results, and allows people to abound and develop (Mohamed and Nor, 2013).

The concept of this theory as theory Y practices companies will generate more motivation compared to theory X (Gannon and Boguzak 2013). as giving more responsibility, freedom, recognition, responsibility will defiantly motivate the people, Also theory Y will help for innovation and higher productivity from the employee base. Therefore sometimes the real productivity comes in real stress; hence theory Y will not give best results .Always. Since employees might get things too easily with the freedom given by the management (Hattangadi 2015).

How McGregor’s theory apply to the Organization which I Work for

• This is a strategic way of amalgamate both theory X and Y to create motivation on employees. As a middle of X and Y were taken to build this theory since extreme end of any end will create issues in the long run. 

• As Etisalat management needs to take more control the X end is modified by including new defensive measures and controls rather than putting a pressure on the employees. In this method the ambiguity that the management has on employees can mitigate by introducing audits, reviews and Compliance of the KPI’s. This will make sure that they are pre consent for the targets without much pressure from the management.

• The responsibility is included to X end as it generates incitation as well as ensure the output of the delivery, hence that can be used as a managing tool in X end which generates motivation in return.

• Y end of the theory is mainly core on the motivational factors of the staff, as currently staff is facing on lack of training and development, career progression, growth and compensation issues, those can be mitigated by introducing this practice. Apart of the common aspects, “Pay” is included in to the Y end of motivational factor as it was discovered that the delay of increment and variations of the same level employee salaries are generating a demotivation in employee base.

• Also the innovation and leadership improvements were targeted by giving more authorization in this model, where both employees and organization will gain in long run.

• This theory is designed to satisfy both employees and the management expectations in a cost effective manner.