There are three methods of managing employees called the XYZ Methods. Both method X and method Y were defined by Douglas McGregor. The more recent method, Z, was defined by William Ouchi. Ouchi combined the Japanese method of managing with Douglas’s Y method to form the Z method.
Method X is probably the stereotypical management technique. When most people think of a “boss” they think of someone who is very strict and controlling. Method X includes setting strict rules and enforcing harsh punishments. The X method includes many assumptions that can be either true or false. One assumption is that workers hate their job. This type of manager believes that the only reason that someone is working for them is because they need a source of income. Workers couldn’t care less about the company or their job tasks, just as long as they’re getting paid. Because of this, a X manager thinks that they have to force people to work with strict rules and punishments. Secondly, the X method sees workers as numbers, not people. Loyalty has little value to a X manager. Seeing workers as inanimate objects allows X managers to fire people with little hesitation. Last, the X method believes workers have no direction and no decision making abilities. An X manager will constantly give a work objectives and orders in hopes of keeping them on track.
Alphabetically method Y is next. A Y manager is not your stereotypical boss. A Y manager believes that their workers truly enjoy their job, outside of monetary reasons. The Y method assumes that their workers chose the career that they’re in because it is interesting and exciting to them. The Y method also encourages others to have input at meetings and decision because their opinion is valuable. A manager looks at their employees as an equal with a Y method. Workers are not necessarily interested in the success of the company, but more in personal fulfillment. People do the job because they love it, and are skilled at it.
Finally, Z is the last of the XYZ Methods. A Z Manager values his/her workers above all. Loyality is of high respect. With the Z method, managers put a tremendous amount of trust and freedom in their workers. A company ran with a Z method works completely as a team. Everyone contributes to the progress of the company and everyone strives for success personally and for the company. Within a Z company, workers are known for staying with the company for a long period of their life, if not all of their career.
So the XYZ Methods differ in my opinion in one major aspect; the worker’s assumed attitude. With the X method, workers hate their job and the company and just are looking for a pay check. The Y method assumes that workers love their jobs while the Z assumes the workers love their company. Honestly I think that these different types of management only work if the assumption is correct and neither method is superior because workers attitudes vary. It seems to me that the culture or specific person determines which method is naturally more efficient. For example in Japan, people honor hard work and loyalty, so obviously the Z method works best there. In an artistic environment, the Y method would prevail because artists love what they do but do not necessarily care about a business. With a minimum wage based business, the X managing method is probably more useful because the workers generally do not enjoy their job nor the establishment. But then again, it all depends on the worker. The human variable is not something a mathematical equation can explain or predict. In the end, it just depends on the workers attitude, whether you can change their attitudes is a different story.