CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The theory x and theory y are the theories propounded by douglas Mcgregor when he stated that some assumptions are made about man at work that retarded the development of the organization. The assumption he called theory x and theory y.for theory x the assumption are that the average man dislike work and must be coerced, directed and controlled in order to do his work. He can be made to contribute to the achievement of organizational objective only by threatening the satisfaction of his physiological and security needs. He seeks security and wishes to avoid responsibility for decision. For theory y he states that the ordinary man enjoys work just as he enjoys play and rest. He will assume responsibility quite freely, exercise self direction and self control, that organisations based upon the assumptions of theory y would operate differently from organisations based on theory x. such organisations would readily distribute responsibility widely among its managers and would want an individual to be involved consciously in relation affecting what he does and what others are doing and would want the individual to participate in setting goals for himself and for the organization. In other words, the individual would under the new assumptions, want to assume responsibility and the challenge for performance criteria. So theory y applied to the function of planning would give what is called management by objective involving participatory management rather than management by control.
The understanding of the theory x and theory will enhance the right application of motivational policies for optimal staff performance .an organization operating with the assumption of theory x assumes that the ordinary man dislikes work so he must be coerced. Here theory x require a concentrated and high level of motivational policy that will be tailored driven to the needs of the organizational members such motivational policy should spur the workers to begin to like their work and perform maximally. For theory y the case is the opposite here the worker is assumed to like work and is willing to take responsibility without being coerced. He enjoys work just as he enjoys play and rest, he will exercise self direction and self control. Here it is assumed that an organization under theory y shall adopt a set of motivational mix that also appeals to their level of needs motivating the staff for optimal performance seem easier with delegation and appropriate motivational policies that are employee driven. Therefore the research seek to provide an appraisal of theory x and theory y and the effect on motivational policies.
1.2 STATEMENT OF THE PROBLEM
THEORY X AND THEORY Y are two distinct theories with different applications, while thery x assumes that the ordinary worker dislike work and would not like to take responsibility ,the theory y assumes that the ordinary worker Likes work just as he like play and would accept responsibility . many organization do not realize this operating circumstances which exist in virtually every organization in developing economies like Nigeria. An understanding of this conditions enhances the adoption and application of the right motivational policies but this not the case. So when the wrong motivational policies are in place it is difficult to derive the best and optimal performance from the workers. Therefore the problem confronting this research is to provide an appraisal of theory x and y and the effect on motivational policies with a case study of juliu berger plc
1.3 RESEARCH QUESTION
What is the nature of theory x and y and the effect on motivational policies What is the nature of theory x and y and the effect on motivational policies in Julius berger plc
1.4 OBJECTIVES OF THE RESEARCH
To determine the nature and effect of theory x and y on motivational policies of the organization.
To determine the effect of theory x and y on the motivational policies of Julius berger plc.
1.5 SIGNIFICANCE OF THE STUDY
The study shall enhance the adoption and application of the right motivational policies in the organization. It shall also serve a useful source of information to managers and organisations.