The X and Y Theories by D. McGregor for PPD Company

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Table of Contents

Introduction
Theory Y Works for PPD
Y Theory: Self-Motivation
Motivation through Appraisal
Conclusion
References

Introduction

Created and developed by Douglas McGregor the X and Y theories have become very useful tools in order to estimate and motivate work efficiency. The two opposite models of motivation of the workforce are presented. As such, this paper will focus on the PPD (Pharmaceutical Product Development, Inc) work experience and the motivational techniques used at the company. An efficient working environment means effective and clear goal-setting together with many more means to motivate employees.

Theory Y Works for PPD

Recognized for the expertise and innovation, PPD was honored by Scrip Intelligence on November 4^th, 2011. Enormous efforts of the company employees have to lead the company to the name of the best contract research organization. Theory Y has successfully been used by the organizations managers in order to achieve high results and lift up the companys spirit. People in different positions within the company strongly prefer to be managed and appreciate what the company does for them. Not only do they understand the area of their responsibility, but they are also strongly encouraged to learn things out of it. An essential role is played by the attitude of the authorities of the company and the policies created. The employees are not afraid to make slight mistakes, though realize a huge responsibility for that. Nevertheless, there is no fear of the employees losing their job or being heavily penalized for nothing and, hence, attempts for better results are boldly made. Moreover, PPD offers wonderful pharmaceutical advanced training courses for the employees to keep up with the tendencies of the market. This, of course, makes the work matter topical and vital. The employees want to be trained to do new things and like to get praised for what they do well (Fielder, 1996). Furthermore, the employees express a desire to discuss the problems, concerns, and suggestions with their boss, it is their initiative.

Y Theory: Self-Motivation

So, PPD Company is a leading pharmaceutical company that provides drug discovery and lifecycle management services. As any developed and serious company, it has general and long-termed goals to strive for. Therefore, the employees, disregarding the position taken, know exactly what the direction towards overall success is and aim for those shots via executing cohesive and united work on short-term goals. This means that the employees of PPD strongly believe that together they will make difference as a team of professionals where each employee has a particular task. Contribution to the overall successful result via bringing in personal professionalism is what the company appreciates and cherishes (Meyer, 1997).

Namely, while the purpose orienting, the boss never tends to simply make an order and wait for its completion by any means. On the contrary, there is all possible help available in case of need, though an individual is left to overcome the working process alone if needed. This motivates the employee and makes him/her ambitious as per the goals pursued, according to Theory Y. Moreover, self-control is applied along with self-motivation because the employee seeks relevant solutions and controls the process while being absolutely aware that help is always available and he/she can get counseling anytime.

Motivation through Appraisal

According to Theory Y, employees are likely to enjoy their work responsibilities; however, it has to be achieved through various methods. One of the means is appraisal (Thomas, 2009). An individual will never keep on putting extra effort into the work implementation if it is not appreciated and he/she knows it. At PPD the boss would always praise the work done (if possible) and so the employees express their initiative to work harder and better. Here the notion of contesting individuals has to be mentioned. Disregarding the unity of the team, there will definitely be individuals striving for better results than a teammates one. No wonder the boss used these tactics in order to reinforce the competitive spirit within a team. The better you work the more praise you get. According to Theory Y, employees are fond of getting extra responsibility which means you are more talented, responsible, and efficient worker than everyone else (McGregor, 2005). Although this may sound like an unhealthy working environment and it may imply that team is impossible to be friends, at PPD they do not want you to be close friends, this is business and the foremost goal is to provide people with the services as efficiently as possible.

Conclusion

PPD Company is a wonderful representor of the Theory Y application. The workforce motivation here is exercised at best and the success of the company is evident. PPD creates a friendly working environment and stimulates the employees for creative problem-solving. The Theory Y managers at PPD strongly encourage employees for self-development through contesting and appraisal. Having a desire to achieve peaks within a successful company, an individual acquires self-control and exercises self-direction towards the goals. The Theory Y bosses at PPD create a positive working environment and believe in their workers. Mutual understanding between the managers and employees is achieved and the problem-solving procedure comes at ease and effectively.

References

Fielder, B. L. (1996). Motivation in the Workplace: How to Motivate Workers to Peak Performance and Productivity. Mission: SkillPath Publications.

McGregor, D. (2005). The Human Side of Enterprise, Annotated Edition. New York: McGraw-Hill.

Meyer, J.P. (1997). Commitment in the Workplace: Theory, Research, and Application (Advanced Topics in Organizational Behavior). Thousand Oaks: Sage Publications.

Thomas, K. W. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement. San Francisco: Berrett-Koehler Publishers.

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The X and Y Theories by D. McGregor for PPD Company

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