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People are inherently happy at work.
Workers seek responsibility.
Financial reward at work is welcome, but motivation, job satisfaction and recognition are equally
A.
This is Theory Y.
X and Y are theoretical extremes for discussion purposes - they do not necessarily reflect real-life situations.
As a manager, do I tend towards X or Y? In the real world, as a manager of people, that's a really challenging questions.
Peter Scholtes developed a matrix which looks at the relationship between how much a leader is perceived to care, and how competent the leader is perceived to be. This matrix is often called the 'trust matrix'.
Based on Scholte's Trust matrix, which of the following terms would apply to a leader that the team thinks cares a lot, and is also very capable?
This is regarded as the most effective place to be on the matrix, and it is labelled 'trust'.
In other words, the team trusts the leader a great deal because the leader is both competent and cares.
An expediter would be expected to primarily:
Chase up late or potentially late deliveries - a task which in an ideal procurement world, would be unnecessary. I am hoping that 'in the real world' the volume of this type of activity is in decline.
The view that financial rewards are welcome, but are not everything; that workers are willing to take on responsibility and enjoy a problem-solving approach is in line with Theory (Douglas McGregor):
Theory Y
Workers are happY to be at work.
Spot the one which is one of the seven wastes.
Defects, from Taiichi Ohno's work.
