McGregor's Theory X and Theory Y & Maslow's Hierarchy of Needs for PMP EXAM 2024

In this video, I'm going to talk about the two  most important motivational theories that are Douglas Macgregor's Theory X and Theory Y  and Abraham Maslow's Hierarchy of Needs. So why I'm saying these two theories are very  important? Because my students who cleared the PMP exam recently, they unanimously said  Gautham, the understanding of concepts behind these two theories are very important. So that  is the reason I have decided to make this video. And most importantly at the end of the vide

o,  I will be giving you some test in the form of PMP questions around these topics. And trust  me, when you are doing those test questions, correct, consider yourself. You have a very  high probability two or three questions in the PMP exam. You will be doing it right? So let's not waste any time. Let's get right into it. Hey guys, my name is Gautham  Sudakar. I'm working as Head of Training department with EduHubSpot. So now let's start  discussing the first motivational theory, which is Dougl

as McGregor, Theory X and Theory  Y. Good, so let's get started discussing Theory X managers means what type of management approach  or Theory X manager will go for. Any Theory X managers will do the following assumptions on  their team members. They assume team members dislike their work, so they normally assume  like the work that the team members are doing. You know they are not liking it. And what the next  Assumption? Theory X managers will make us. They assume team members avoid responsibi

lities and  need constant direction since they are disliking the work Theory X manager assumes like people  won't take ownership, so they need a constant direction and they also avoid responsibilities.  And because of that what theory X manager will do? Team members need to be directed closely. Theory  X manager will go for authoritative management approach. GDX manager assumes like since they  will not take responsibility they needs to be directed closely and normally they will go  for authorit

ative management approach and what assumption a theory X manager will do. Team members will be motivated by giving incentives and need to be punished. If they  are not doing the work, So what they assume since they are not liking their work since they  are not taking responsibilities. The only way to motivate the team members is to give incentives  and then they will do that and then they will create fear on the team members like you know  hey, if you're not completing the work you will be punis

hed. Either managers can say that I  will be cutting down your salary or in worst case managers will say that you know I will fire  you and then you know they will create that fear factor and then they will make the team members  to do the work. So now let's try to understand theory. X managers means theory X way of doing  management with a practical example. So let's all make an assumption. Mark is a project  manager and he has a group of five project team members and let's all assume that thos

e  five team members are doing repetitive work. So this means you know they are doing same work  all day, every day. So because of that those five guys don't have any motivation towards the  work and what Mark is doing as a project manager, he's conducting daily project status meeting.  In that daily project status meeting, Mark is closely monitoring and controlling his team  members means he is directing them. You know, he is asking hey how many tasks you have  accomplished today and why these

tasks are not completed and he is pushing people and here Mark  is being very authoritative and also in order to motivate their team members what Mark is doing. So  Mark is saying to their team members, hey, by end of every month I will evaluate which team member  has completed more work and then for that team member I'm going to give some reward. That's what  Mark is doing. So here what management approach Mark is following query X. Why Mark is doing it? Because you know, considering the nature

of the work, the team members are not being motivated  to do the work. But Mark has to get the work done right in order to meet the project objectives.  For that reason, Mark is being a Theory X manager here. Now let's talk about Theory Y managers.  You know, what is the management style of Theory Y managers? Theory Y managers will make the  following assumptions on their team members. They assume team members like their work. You  know, normally they assume like team members. The work that the

y are doing. They are really  liking it and they assume team members will take ownership and justice. Need a little  direction. So query Y. Managers assume because the team members are liking their work they  will take ownership and they assume like. I have to just give some little direction and  query. Y managers will assume team members view work as fulfilling and challenging. They  assume like since they really like their work. When team members are completing their work, team  members will f

eel fulfilling and challenging. And theory Y managers assume mental and physical  exhaustion is natural. So this means you know, consider you know a particular team member,  it's doing or trying to solve a technical problem. Because of that he or she got mentally  exhausted. So theory Y manager assumed these exhaustions are natural and theory Y managers  also assume team members will be motivated by their work because they are liking the work. Once  they are fulfilling the work, you know they wi

ll stay motivated O these are the assumtions a theory  why managers will make on the team members. Now let's try to understand theory why management  approach with a practical example as we did it for theory X. Let's all make an assumption. Peter is a project manager and he has some project team members and let's all assume the  nature of the work Peter's project team members are doing. It's very innovative day-to-day  the work is so challenging. Consider they are working in a research and devel

opment project  and in this case team members will be motivated by doing their work because every day work will  challenge them and what will happen because the work is motivating the team members members are  taking ownership and they are making sure the work are completed. And what Peter is doing, he is not  conducting everyday project status meeting. No he is completely making the team self organizing. You  know because you know team members are motivated, doing the work right and they are ta

king  ownership. Peter is just giving little direction, a little help wherever the team  members need. So let's make an assumption. One of the team members from Peters team,  he is coming and letting Peter know. You know what Peter? For the past three days, I got  stuck with some technical issues. I'm mentally exhausted. I need some break. Peter is allowing  the team member to take that break. Why? Because he knows mental exhaustion in this type  of work is very common and he knows that that tea

m member is not making up things. You know, he he's actually exhausted. So he is giving that one day holiday, one day break.  And here Peter is also not giving any incentive to the team members to motivate because Peter  knows the work that the team members are doing that is challenging them. That work itself will  motivate the team members. Here what type of management approach Peter is adapting to theory  Y management approach? Now if you ask me which management approach is better, Theory X or

theory  Y means my personal opinion, I would say theory. Why? Because theory X it's kind of old fashioned. At the time project management was found during the time managers were doing carrot and stick  approach. Now being a theory X manager doesn't make any sense. But if situation demands again, I  repeat, if situation demands, you can be a theory X manager on your project. See the preference  should be theory Y but if situation demands, you can be a theory X manager. So here I wanted  to share

one of my professional experiences. So a few years before I was leading a project and my  project, some group of my project team members, they were doing technical work when I say  technical work or research and development work and they are actually motivated with  their work because day-to-day work will be very challenging. So with them I was being a theory Y  manager. So in that project so we faced a problem. The way we were handling changes was really  pathetic. So then what I did, I introd

uced change control process on the project in order to  handle changes better. So that is a new change I introduced, right? People are not following  the change control process, you know people were not adapting to the changes. So here I can't  compromise my project objective right? For the betterment of the project what I did, I removed  my theory Y management style approach and we had the hat of theory X and then I was directing  my team members. This means every day I was monitoring and contr

olling team members and I made  sure that team members are following that process. I was being little authoritative over there. So after some time when my team members got used following that process, I removed my theory  X hat and I my theory Y hat again. So here why I have been a theory X manager for some period  of time. Because I introduce a new changes, my team members are not adapting to it. I want  them to adapt to those changes. That's the reason I have been as a theory X manager for you

. As a  project manager, your project objective achieving your project objective is very important.  In order to achieve that project objective, whichever management approaches suit you, you can  use it. It can be theory X or it can be theory Y. Now let's talk about little broader perspective  how an organization will choose. Either we're going to follow a theory X approach or we're  going to follow theory Y approach. Consider for an organization the type of work that they will  be doing, their

employees will be doing. It's a repetitive work. So they normally go for theory  X, you know way of doing management. And on the other side let's take you have an organization  where their work is research and development, you know they are creating new products, work are very  innovative. In this case they will go for theory Y management style. So the next motivation theory we  are going to discuss, and this is very important, which is Abraham Maslow's Hierarchy of needs. Maslow. Maslow is not

a management specialist, he's a psychologist. So once I start explaining  the hierarchy of needs that Maslow has defined, you will get to know why I'm saying Maslow is not  a management specialist and he's a psychologist. So let's get started. Maslow has defined the human  needs that will keep any human beings motivated in the form of hierarchy. This means the basic needs  any human beings that they will strive to satisfy is physiological needs. Only these needs are  satisfied. Any human beings

will stay motivated. Once they are getting their physiological needs,  they will go one level up and then they will try to satisfy their safety needs. Only these  needs are satisfied. Any human beings will stay motivated. Once the safety needs are satisfied  again, they will go one level up. Any human beings will strive to satisfy their belonging  needs only. Then any human beings will stay motivated once their belonging needs are satisfied  again one level up, they will try to satisfy their est

eem needs only. Then any human beings will stay  motivated. Once the esteem needs are satisfied, they will go one level up and then they will  try to satisfy their self actualization needs. Only these needs are satisfied. Any human  beings will stay motivated. Good. So let us talk about each and every needs in  much much detail. Let us get started. Let us start with physiological needs. So  what are physiological needs? Having food, having water and having shelter and having warmth. So these are

physiological means means you as a human beings you know in order to live you  need food, you need water, you need shelter, you need warmth right So money then you can live.  So that is the basic means any human beings will strive to satisfy. Only when these needs are  satisfied any human beings will stay motivated. So once any human beings are getting a physiological  needs satisfied, they will go one level up. They will try to satisfy their safety needs. What  are safety needs? Simple safety

needs is about sustaining the physiological needs. You as a human  being is getting food, water, shelter and warmth. You have to get this over and over again, right on  a daily basis. You have to get these physiological needs. You want to get this physiological  needs on a daily basis. What you need, You need a secure job and in that secure job you  should have a decent salary. So these are safety needs. When you have a secure job and when  you have a decent salary, you will satisfy your physiol

ogical needs on a day-to-day basis.  Daily you will get food, water, shelf and so on. South only these safety needs are satisfied. Any human beings will stay motivated. Once their safety needs are satisfied, they will go one level  up. Any human beings will go one level up. They will try to satisfy their belonging needs. What  are belonging needs. Simple, having a family, having good friendship you know, having good  relationship with your team members, with your project team members and having

love. So these  are belonging needs. So what do I mean by that? This is very self-explanatory. Once  the safety needs are satisfied, you will look for having a good family, you  know in order to Make Love and you will look for good friendship. And then you expect that  you should have a very good relationship within your project team. So these are your belonging  needs. Only these needs are satisfied. You as a human being will be staying motivated. So once  your belonging needs are satisfied, yo

u will go one level up and then you will try to satisfy  your esteem needs. So what are esteem needs? You know, getting promotions, you're not  getting respect, Getting respect in your professional life and also personal life,  getting recognized and getting rewards, these are esteem needs. So in order to satisfy  esteem needs, what any human beings will do is they will give their 200 percentage in their work  and they will make sure that they are earning the respect of their team members. And t

hen by giving  200 percentage, you know they will make sure. That means they will look for getting promotions  and to get a hike in the salary and they will look for recognition. So these are esteem  needs. One is when these needs are satisfied, any human beings will stay motivated. Once  the esteem needs are satisfied, any human beings will go one level up and then they will  strive to satisfy their self actualization needs. So what are self actualization needs? Simple realizing your own potent

ial. That's called self actualization. So I want to share my personal  experiences here. While I was working, my street needs got satisfied. So then what I did, I went  one level up and I was doing self actualization. You know, I was realizing my own potential. You  know what I did? I decided that let me do PMP. This is self actualization, so I wanted to groom  myself by doing PMP. I want to acquire knowledge. I want to increase my skills and competencies  so that I can do the better work. And t

hen I was asking myself, you know what I really wanted to  become? So I always wanted to work in a startup environment. I always wanted to work in a very  fast-paced environment. Yeah, and always I wanted to be a guy who shares knowledge because that's  what this was giving kick for me. So what I did, once all my esteem needs are satisfied, I  tried to satisfy myself actualization needs. This means, you know, I resigned from a very well  known MNC companies. I joined in a startup company where t

he environment are very fast-paced. You  can see I have shared you, right? So what was giving kick for me, sharing knowledge to people  was always giving a kick for me, you know. So now I'm doing a PMP mentoring. So this is realizing  yourself actualization needs. So this is the top level, you know in Maslow's hierarchy of  needs. Once the esteem needs are satisfied, only when the self actualization needs are  satisfied, any human beings will stay motivated. So now let me bring up the topic whic

h I was  talking while I was starting discussing Maslow, Hierarchy of needs. Nowhere in the hierarchy of  needs, Maslow is talking about any management theory. He's a psychologist. He will only talk  about human needs and he will only talk about what are the needs that any human being strive to  satisfy, you know, in order to stay motivated. Now we came to the end of the video. Now I want  to bring a topic that I was talking about in the beginning. This means the test. I'm going  to conduct a te

st with two PMP questions and then I will be evaluating whether you have really  understood the concepts behind these two theories. OK, let's get started. You will be seeing  question number one on the screen. On the right side you will be seeing couple of scenarios  scenario one and scenario 2. On the left side you will be seeing theory X and theory Y. Please  read the scenario and in the comment section please mention which scenario is theory X and  which scenario is theory Y. You should write

in the comment section question number one  scenario one theory X, scenario two theory Y. Just don't put your answer. Please write your  reasoning as well why you are saying this scenario is theory X and this scenario is theory Y. Because I want to make sure whether you have really understood the concepts that I taught. So  after you're completing question number one, you will be doing one more question, question 2 that  you are seeing on the screen. You have a scenario given in the form of a q

uestion and four options  are given. Read the scenario and select the best choice. And also in the comment section please let  me know for question 2 which option you picked. And again, don't just say that for question two I  pick BCA or D Please give me your reasoning. Trust me guys, I will be reading each and every comments  and then I will be revealing the right choices for these questions in the comments. I'm eagerly  looking forward to reading all your comments. So thank you so much for sta

ying with me for  a little long time. And last but not least, a kind request that I'm gonna make for you is  please subscribe our EduHubSpot channel. Trust me, I'm giving you my promise. Moving forward  I will be coming up with lot of PMP content related videos and when you are subscribing  to our channel you will get a notification and I promise you those videos will be  a game changer in your PMP preparation. And if you have like this particular video  just smash the like button. And if you wa

nt to reach out to me for any queries related  to PMP or generic project management stuff, please don't hesitate to write me an e-mail. My  e-mail ID is gautham.sudakar@eduhubspot.com that you will be seeing on the screen. Also,  I will be giving my LinkedIn ID in the description of this particular video. Please be kind enough in sending the connection request. Let's stay connected  and let's build our community again. I will be soon meeting you all in an another  great video. Until then, bye. T

ake care.