Presentation 3

1. What are the important limitations of Mr. Gregor's Theory X Theory Y?
Theory X:
- Individuals who dislike work and tends to avoid it if possible.
- lack ambition
- dislike responsibility
- prefer to be led
- individuals who desire security
- Individuals must be coerced, controlled, directed, or threatened with punishment in order to get them to achieve organizational objectives.


Theory Y:
- consider effort at work as just like rest or play
- dislike work but depending on work conditions: work could be considered a source of satisfaction or punishment
- Individual who seek responsibility (if they're motivated)
- If a job is satisfying, then the result will be commitment to the organization.


Limitations:
- Theory X: Management approaches based on Theory X may fail to motivate employees to work toward organizational goals, especially if their physiological and safety needs are met, and their social, esteem, and self-actualization needs are more important.
Theory X employee might have the motivation or intelligence to be treated differently where the organization need to find certain people to motivate certain employee to work. 
- Theory Y: Theory Y is premised on the assumption that if we can create the right environment and support then people will perform well at the job, however, each individual person is different from the next and so creating an environment that's right for all is impossible in a practical sense. 
As we can see in Theory Y, people tend to seek responsibility if they're motivated and depending on the situation, it's hard to fulfil all employee's requirement at the same time.


2. What are the important limitations of Maslow Hierarchy of needs?
It is important to let the manager to know their employees' need individually because sometimes motivation is driven by the unsatisfied need. Maslow’s theory implies that managers cannot simply pursue a single all encompassing theory of management, such as scientific management or human relations theory, if they wish to maximise the performance of their workers.

Limitations:
- In reality, people didn't actually work one by one through these levels. They are much less structured in the way to satisfy their own needs.
- Different people with different cultural background and in different situations may have different hierarchies of needs.
- Different people will place different weightings on their needs, and will have different relationships between motivating factors and their needs. For example, some people may see money as merely fulfilling a security need, and will be happy to work to a certain level of wages and achievement. In contrast, some people may see their earning power as a key part of their self esteem, and will work harder and harder if they are given the opportunity for increasing financial rewards.
- There is also little evidence to support the argument that people focus on one need at once, and will often consider many needs when making a decision.
- It is also difficult for a manager to determine what need is driving an employee at any one time, particularly as employees’ needs will often be affected by external factors such as their family life and social life outside of work. 
- There is no empirical evidence to support Maslow’s hierarchy as applying to all people, and there is evidence to support a different order of needs in many circumstances. 


References:
http://www.12manage.com/methods_maslow_hierarchy_needs.html 

http://www.ukessays.com/mba/management/maslows-hierarchy-needs.php