Question no 55: Could you outline the key features of Theory Z and its benefits for organizations?
Answer: Theory Z involves job rotation, slow promotions, continuous employee training, and emphasizes strong working relationships. Benefits include reduced turnover, increased commitment, improved morale, higher job satisfaction, and increased productivity.
Question no 56: What is the management approach suggested by Theory X, and how does it view employee motivation?
Answer: Theory X advocates an authoritarian management style where employees are closely supervised and motivated through rewards or punishments. It assumes employees are lazy and need external control.
Question no 57: How does Theory Y differ in its assumptions about employees compared to Theory X?
Answer: Theory Y assumes that employees are motivated, creative, and capable of self-control. It contrasts with Theory X by rejecting the assumption that employees inherently dislike work.
Question no 58: What are the key limitations of Theory Z in practical organizational settings?
Answer: Theory Z may face challenges in companies and environments where commitment to lifetime employment is not feasible, participative decision-making may not be universally effective, and slow promotions may not align with the norm.
Question no 59: How does Theory Z address the concept of employee well-being, and what role does trust play in this theory?
Answer: Theory Z values strong working relationships, seek to provide work-life balance and a supportive environment. Trusting employees to do their best when supported is a fundamental aspect.
Question no 60: What is the primary objective of classical management theory, and what does it assume about workers?
Answer: The primary objective of classical management theory is to increase organizational efficiency and productivity. It assumes that workers have primarily physical and economic needs and can be motivated through financial incentives.
