Leadership Styles Change Essay Example | Topics and Well Written Essays - 1750 words

leaders Styles Change - Essay ExampleFurther more the definitions suggest that there need to be an unseeable force to push people to do something in return. It could also be deduced from the definition that having a cause domesticate force or an environment in which high levels of motivation atomic number 18 maintained carcass a challenge for todays management. This challenge may emanate from the simple fact that motivation is not a fixed trait -as it could change with changes in personal, psychological, financial or social factorsAgainst this background, this radical examines this paper examines how unalike leadership styles changes with respect to the practical application of Theory X and theory Y. The first part of the paper examines theory X and Theory Y, while the second part if the paper looks at different leadership styles. In the third part of the paper, looks at and presents relevant conclusions and recommendations.According to Mac Gregory in this theory, management assumes employees are inherently lazy and volition avoid work if they can. The researcher posits further that workers inherently dislike work need to be closely supervised through a comprehensive system of control. The theory X of Mac Gregory further assumes that, a hierarchical structure is needed with narrow span of control at each level. According to this theory, employees testament show little ambition without an enticing incentive program and will avoid responsibility whenever they can. Leadership in Theory X tends to believe that everything must end in blaming someone. He or she thinks all prospective employees are only out for themselves (Friedlander, 1966). 1.2 Theory YAs opposed to theory X, Mac posits that, employees are ambitious, self-motivated, and exercise self-control. Mac stipulates further that employees enjoy their mental and corporal work duties. A Theory Y leader believes that, given the right conditions, most people will want to put in the best effort to do t heir work effectively. Leaders of theory Y believe that the satisfaction of doing a good job is a strong motivation. Many people take care Theory Y as a positive set of beliefs about workers. A close interpretation of The Human Side of Enterprise reveals that McGregor simply argues for managers to be open to a more positive affect of workers and the possibilities that this creates. Theory X and Y are not different ends of the same continuum. Rather they are cardinal different continua in themselves. Thus,