Leadership Analysis: Maslow's & McGregor's for Jack Store Success

This case study examines leadership and employee motivation within the context of Jack Store, applying two prominent theoretical frameworks: Maslow's Hierarchy of Needs and McGregor's Theory X and Y. The analysis delves into how Jack Store can utilize Maslow's hierarchy to understand and fulfill employee needs at various levels, from physiological requirements to self-actualization, to enhance motivation and engagement. Furthermore, the case study explores McGregor's contrasting theories, X and Y, to evaluate the impact of different management styles on employee behavior and productivity. By examining the advantages and limitations of each theory, the study provides insights into effective leadership strategies for fostering a positive and productive work environment within Jack Store. The case study also considers how these theories are applied in the workplace and offers insights into the advantages and limitations of each theory, with references to relevant academic sources.

TASK 3 – Case Study

MAIN BODY.......................................................................................................................................3
Maslow’s hierarchy of needs.............................................................................................................3
McGregor’s theory X and theory Y...................................................................................................4
REFERENCES....................................................................................................................................6

MAIN BODY
Maslow’s hierarchy of needs
It is an motivational theory in psychology as well as respective hierarchy is also related to
Maslow’s motivation theory which involves five levels of human needs (Bouzenita and
Boulanouar, 2016). Within this every level are specific need which allow for particular
person to be feel fulfilled. Maslow’s hierarchy of need is depicted as pyramid for
representing the need to fulfil the lower levels before an individual move up to the next.
Along with this, without fulfilling lower level needs if individual progress then they will
result in lack of motivation. Moreover, Maslow hierarchy of needs involve five levels related
to human needs which allow particular person to be fulfilled. It can be applied by Jack store
to determine how more effectively they will motivate staff members as well as ensure that
their need are getting fulfilled. While applying Maslow’s Hierarchy of needs within
respective store it is important for management to understand need as well as how it will
impact on motivation (Applying Maslow's Hierarchy of Needs in the Workplace, 2019). Each
need allow person to feel motivated and fulfilled which result in encouraging creative
thinking. Explanation of five stages in relation of Jack stores are as follows :-
 Physiological needs – It is an hierarchy which related to basic need of human being.
Staff of an organisation need access to vital opportunities as well as services while
working to feel that their basic needs are being met. Thus, it is important for Jack
store to have place to drink water, break to have meals, comfortable working
environment, restroom and many more. Along with this, it is also important to provide
them income which they can pay for live, food, utilities and other necessary
requirements
 Safety – Individual feel that they, their family, property as well as other resources to
be safe. When it comes to workplace it is responsibility of Jack store management to
worry about their employees personal safety, professional security and so on. It also
include job security which individual want while working in an company.
 Love and belonging – In workplace love and belonging are different in comparison
of other areas. If employees don’t feel sense of belonging then they are not engaged at
work or motivated for success (Shih and et. al., 2019). For individual person it is not
easy to establish and form relation at workplace. Business firm which host social
activities as well as offer more opportunities for building relation at work area.

Organisation which host activities and offer various opportunities for relationship-
building at work tends to result in higher employees engagement that company which
don’t focus on the aspects of work life balance. When employees feel like belong and
individual fit in workplace and team it become easier to motivate for work hard as
well as accomplish outcomes.
 Esteem – It is related to persons belief that he/she is doing job good as well as their
contribution are recognized (Hale and et. al., 2019). Employees within organisation
feel that they are accomplishing goals and their contribution will recognized. When
staff member working within Jack store have confidence in themselves, abilities,
receive positive feedback as well as encourage succeed. Staff members esteem will
impact their overall engagement as well as providing regular recognition and
appreciation for accomplishing task result in positive impact on their engagement.
 Self-actualization – In an organisation, self actualization translates to maximising
individual true potential. Every staff member within organisation want to be best at
what they are doing and within this it is job of manager to make them realize. With
the assistance of this employees feel trusted as well as empowered in controlling their
job and future.
There are several advantages and limitation of Maslow hierarchy motivation theory
explanation are as follows :-
Advantages Limitation
 Simple to understand.
 Relevant in all fields
 Take human nature into account
 Not all individual think in same
manner.
 Cultural differences
 Difficult to measure
McGregor’s theory X and theory Y
By Douglas McGregor two distinct views of human being which are based on
participation of employees. The first is generally negative which labelled as Theory X
whereas, other which labelled as positive is theory X (Prottas and Nummelin, 2018) . Both
negative and positive type of people exist which are based on their nature that need to be
managed accordingly. Explanation of theory x and theory y in relation of Jack store are as
follows :-

 Theory X- It hold traditional view of workforce which simple means that staff
member are inherently lazy, lacking ambition as well as self- centred. Thus, an
suitable management style is strong as well as top-down control. Respective style of
management assume that staff members of an organisation dislike their work, avoid
responsibilities and require continuous directions, Need supervision at every step as
well as have to be controlled, force and threatened to deliver work.
 Theory Y – This view assumes that staff members are inherently motivated as well as
eager to accept responsibility. An suitable management style is to focus on creating a
productive work environment coupled with positive rewards as well as reinforcement
(Daneshfard and Rad, 2019). Respective management style assume that staff members
are happy to work on their own initiative, more involved within decision making, self-
motivated for completing task, taking ownership of work, view work as challenging
and fulfilling as well as solve problem creativity and imaginatively.
Advantages and limitation of McGregor’s theory X and theory Y are mention below :-
Advantages Limitations
Theory X and Y are good for management
to not only developing motivational
techniques but also attuning overall
managerial system around such assumptions
related to human behaviour.
By McGregor it has been suggested that job
itself is key of motivation but staff member
don’t see motivation within their job
(Shvetsova, Shokola and Bobova, 2017). It
is responsibility of management to motivate
their employees in organisation.

REFERENCES
Books and Journals
Prottas, D. J. and Nummelin, M. R., 2018. Theory X/Y in the health care setting: employee
perceptions, attitudes, and behaviors. The health care manager, 37(2), pp.109-117.
Daneshfard, K. and Rad, S. S., 2019. Philosophical analysis of theory x and y. JOURNAL OF
MANAGEMENT AND ACCOUNTING STUDIES, 7(02), pp.44-48.
Shvetsova, O. A., Shokola, Y. V. and Bobova, A. S., 2017, February. Behavioural models of
Russian and Finnish high tech companies. In 2017 IEEE Conference of Russian Young
Researchers in Electrical and Electronic Engineering (EIConRus) (pp. 1355-1359). IEEE.
Bouzenita, A. I. and Boulanouar, A. W., 2016. Maslow’s hierarchy of needs: An Islamic
critique. Intellectual Discourse, 24(1).
Hale, A. J. and et. al., 2019. Adapting Maslow's hierarchy of needs as a framework for
resident wellness. Teaching and learning in medicine, 31(1), pp.109-118.
Shih, C. Y. and et. al., 2019. The association of sociodemographic factors and needs of
haemodialysis patients according to Maslow's hierarchy of needs. Journal of clinical
nursing, 28(1-2), pp.270-278.
Online
Applying Maslow's Hierarchy of Needs in the Workplace, 2019.[Online].Available through<
https://www.indeed.com/career-advice/career-development/maslows-hierarchy-of-needs>