Classic Motivational Theories

Classic Motivational Theories
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Classic Motivational Theories
Theory X and Theory Y are classic motivational theories which are applicable in different organizational scenarios. These theories have both advantages and disadvantages. Even though theory X has been historically perceived to contain more limitations as compared to theory Y, when employed in some instances, it yields fruitful results to the organization. Notably, theory x was the initial classic motivational theory that was used to examine employees behavior in the organization as far as leadership is concerned (Hersey, Blanchard & Johnson, 2013). The theory has been associated with autocratic leadership in the organization. It has been used to implicate how human nature calls for strict guidelines for employees to perform. It shows that in the current democratic society, it would be challenging for employees to work without a certain set of rules. This is to mean that the theory asserts that employees cannot be governed by self-drive.
On the other hand, Theory Y is described as a favorable theory which is lenient to employees. The theory indicates that self-drive can be used in an organization and eventually ensure quality performance. With this theory, employees are provided with favorable work conditions. They are allowed several privileges and benefits. They are included in decision making, supported to become innovative and motivated in all undertakings that concern the organization (Hersey, Blanchard & Johnson, 2013).

Unlike Theory X which is more of dictatorial, Theory Y is lenient and fosters democratic management style. It is clear that this theory prevails in the current organizational environment.
Application of Theories in the Workplace
At the workplace Theory, X is majorly used in organizations with autocratic leadership style. These are organizations where the management solely dictates all the operation of the business. In this situation, the personnel does not have a say in decision making (Hersey, Blanchard & Johnson, 2013). They are required to strictly submit to the organization’s rules and regulations without any complaints regardless of how tough they may be. An example of this theory is the feasible leadership Theory. The theory dictates its subject and does not provide any room for questioning. From its maxims and elements, it is notable that Theory X aligns with Biblical concepts. For instance, the Bible concurs with the theory in the way it provides laws such as “Honour your father and mother so that your days may be long” (Tyndale House Publishers, 2004). To be followed by humanity. This is evidently seen in how McGregor shows that the theory highlights that people do not have the power of self-drive. According to the Bible and the theory, humanity must be subjected to a set of rules and guidelines for them to show the required results. Without guidelines and their implementation, human nature does not allow or foster good performance. Other Biblical scenarios which show that it agrees with theory X include the beatitudes … which shows that only people who live according to some set of rules will be blessed (Tyndale House Publishers, 2004).
On the other hand, Theory Y is a classical theory which is greatly used in the current organizations particularly those which employ functional as well as hybrid leadership styles. The theory assumes that that current world employee is equipped with skills and knowledge which enables them to make rational decisions (Kowalski, 2010). As such, employees have self-drive and therefore can work without tough guidelines and still ensure quality results. The Visionary Leadership Theory is an example of Theory Y (Tyndale House Publishers, 2004).The theory does not level with Biblical scenarios since it supports the fact that humans can operate without measures and limitations and still perform exemplary.
References
Kowalski, T. J. (2010). The school principal: Visionary leadership and competent management. Routledge.Tyndale House Publishers. (2004). Holy Bible: New Living Translation. Tyndale House Publishers, Inc..Hersey, P., Blanchard, K. H., & Johnson, D. E. (2013). Classic motivational theories. In Management of organizational behavior: Leading human resources (10th ed., pp. 41-57). Boston, MA: Pearson Education, Inc. 
Tyndale House Publishers. (2004). Holy Bible: New Living Translation. Tyndale House Publishers, Inc..