Analysis of Management Theories and Applications: A Report

This report delves into the realm of management theories, exploring the X and Y theory and the human relations management theory. It examines the core assumptions of each theory, outlining their advantages and disadvantages. The report then applies these theories to real-world business scenarios, specifically analyzing how Starbucks utilizes the X and Y theory to motivate employees and how Microsoft implements the human relations management theory to foster a positive work environment. The report also touches upon the importance of employee motivation, organizational performance, and the impact of leadership styles. The report aims to provide a comprehensive understanding of how these management theories shape organizational practices and contribute to business success.

Running head: MANEGEMNET THEORIES AND APPLICATION
MANEGEMNET THEORIES AND APPLICATION
Name of the Student:
Name of the University:
Author Note:

1MANEGEMNET THEORIES AND APPLICATION
Table of Contents
Part A:........................................................................................................................................1
Part B:.........................................................................................................................................2
X and Y theory:......................................................................................................................2
Advantages and disadvantages:..........................................................................................3
Human Relations Management Theory:................................................................................3
Advantage and disadvantage:.............................................................................................3
X and Y theory applied on Starbucks:...................................................................................4
Human Relations Management Theory applied in Microsoft:...............................................5
References:.................................................................................................................................7

2MANEGEMNET THEORIES AND APPLICATION
Part A:
I have been a general manger in a renowned company that mainly dealt with serving
the aboriginal people of the various parts of the world. In serving these people the employees
need to have special skills and knowledge embedded with passion and sympathy for the
aboriginal people. They needed to know the issues emerging due to social, cultural and
political discrimination. However, the company was suffering from high deficiency of skilled
labour where the rest of the employees failed to value the importance of their job.
In order to correct this, I needed to plan some strategies first. I set some missions and
objectives to work successfully. First, I planned to have knowledge from the reliable sources
about all the issues which were bothering the employees. Then I planned to involve the board
of directors and inform them every fact so that they can guide me in solving the issues. To
control the problem, I felt the problems to provide trainings to the workers so that they can
improve their perspectives to serve properly. I also doubted the possibility of external
involvement in disturbing the internal ambience of the company.
I arranged a training that involved the entire organization to find out where exactly the
problem lied. This training aimed to make the employees realise that how important their job
is fir society. The background pf the aboriginal people and what kind of discrimination they
face each day from the higher classes as well as what our initiatives to serve them were
essential to know.
I felt the importance of increasing the employee morale by organising a seminar that
increased the employee retention in the organization. As the general manger I organised
meeting with all the managers from different departments. I collected information from all

3MANEGEMNET THEORIES AND APPLICATION
the departments and found the best possible way to solve this problem. The training
procedure catered all necessary education which were vital for working with us.
As a leader I took several sessions with my employees and asked for open discussion
with the problems. I made them realise the greatness of social service and ask for their
assistance to solve such problems. I took initiate to recruit people with necessary skills. I
started to recruit people who were interested in growing with my company rather than having
experience only. I reached all the suppliers, partners and other stakeholders so that they assist
us to regain our position.
I controlled the recruiting procedure as well as changed various policies to support the
employee interests. By increasing the scopes to achieve rewards based on performance I
enhanced the motivation of the employees. We try to be more flexible so that the skilled
workers do not leave our organization and provides all the benefits which may allure them to
retain in the company. We initiated to cultivate the best possible environment for my
employees so that they remain loyal to us and feel empowered to be a part of the
organizational development.
Part B:
X and Y theory:
X Na Y theory particularly focuses on two sets of assumptions about the human
behaviour. In these two sets, theory X describes the negative traits of a human behaviours
whereas theory Y purely points out to the positive assumptions of the behaviour of the
employees of an organization. The manger is expected to motivate their employees therefore
devise technologies to motivate them to ease the managerial tasks (Lawter, Kopelman and
Prottas 2015). These two alternative assumptions theories guide the mangers to work
according to the human behaviour and motivate the employees accordingly.

4MANEGEMNET THEORIES AND APPLICATION
Advantages and disadvantages:
This set of motivational theory acts as a guide to develop motivational techniques as
well as to attune the complete managerial systems around these assumptions of the human
behavioural traits. These two assumptions demonstrate the human behaviour realistically and
practically which find the employees of an organization corresponding to these kinds of
habits. However, according to the critics, these two theories have drawbacks as they disclose
two extreme aspects of human nature which variety with time and situation.
Human Relations Management Theory:
The human relations theory of management focus particularly on the quality of
relationships nurtured among the subordinate employees and the mangers of an organization.
It is the theory that discusses the benefits of human force demonstrating them as assets or
capital to the organization on one hand and disclose the human dimension of the employees
on the other. Through this theory the mangers assign to maintain good and valued
relationships with their direct reports by evaluating the feelings of the employees as a part of
the organizational culture. Through this human relation theory, the employees make
commitments to achievement in one hand and the managers comment to achieve a high level
of worker morale.
Advantage and disadvantage:
The human relations theory records the constantly change characteristics of the
organizations and assets the mangers to change their management styles according to the
requirement of the solutions. It focuses on the investments in employees where eth worker
not just enjoy the high degree of attachment in decision making process but also enhance
their morale by empowering them (O’Toole and Meier 2014). The employees are the main
stakeholders of the companies therefore, every change in the effect the human relations as
well as organizations as a whole. The introduction of the technologies has reduced the

5MANEGEMNET THEORIES AND APPLICATION
number of employees in an organization, so the companies must be concern to take the rest of
the employees so that they do not feel insecure to be replaced at any time.
X and Y theory applied on Starbucks:
Starbucks is popular internationally for its unique product and service. Its success
largely depends upon its well trained and motivated employees (Starbucks.com, 2018).
Starbucks essentially follows the X and Y theory of human behaviours based on which they
have designed the employee training and motivation process (Huarng and Ribeiro-Soriano
2014). Starbucks realises the importance of employee motivation which encourage the
workers to invest themselves according to their nature. Starbucks presses for customer
satisfaction which the employees guarantee. Their happy and motivated staffs are the assets
of the company who create more profits as well as reputation among their loyal customers.
The mangers of the company follow the set of theories greatly so that each one of the
employees feel attracted to their tasks. The managers are well informed with the skills as well
as capabilities that each of their employees possess. According to these behavioural traits the
managers of Starbucks, organize, plan targets, motivate, review and measure results of their
achievements (Konstantinides et al. 2014). According to the company, employees are the
media through whom the mangers get information of the regular demands, trends and
expectations if their customers.
For keeping the employees motivated, the authority arranges for free products, partner
discounts, competitive salary, voluntary benefits also pension schemes. The company
recognise the importance of the employee satisfaction for which they create great work
environment in the workplaces by involving interior designs in the offices as well as their
every outlet. The company values the efforts the employees by providing them goals and

6MANEGEMNET THEORIES AND APPLICATION
recognising their achievements to increase employee motivation according to their
behavioural traits.
Human Relations Management Theory applied in Microsoft:
Microsoft believes in requiting the staffs in their organisation based on intelligence
favouring over experience (Microsoft.com, 2018). The recruitment procedure of Microsoft
reflects their philosophy. The recruiters of the company find fresher from the colleges so that
they can build a great work force based on great relationship between the organisation and
the employees. The recruitment recess does not aim to judge the knowledge but focuses on
the problem solving ability as well as psychological strength of the employees. The managers
select the most unbiased and indecent employees from all.
The recruitment process aims to choose the best fit employees to cater all the needs of
the employees. They create room for their employees with all possible and needed facilities
which are sometime exceptional for other companies. The work culture purely focusses on
assisting the fresh and inexperienced employees who have just come out of their colleges.
Therefore, the mangers care to build a culture with which the employees are familiar with,
also make sure that it gives them a sense of social belonging (Li et al. 2014). The
management take care of the employees so that they can have proper utilization of their skills
to increase their opportunities (Igbaekemen 2014). The company keeps on changing its focus
to empower the employees to define changing goals. These are all to increase the employee
satisfaction and relation between the manages and the subordinates.
The company believes in strengthening the bond of the employees with the
organization for which it offers employees equity. Microsoft offers stock option as the
rewards to its employees based on their performances. The employees feel empowered and
well connected with their bosses because they are trained by their immediate superiors.

7MANEGEMNET THEORIES AND APPLICATION
Beside these the three factors such as role ambiguity, role conflict and role overload mainly
create issues among the employees and the managers take responsibilities to serve their
subordinates by eliminating any kind of confusion.

8MANEGEMNET THEORIES AND APPLICATION
References:
Huarng, K.H. and Ribeiro-Soriano, D.E., 2014. Developmental management: Theories,
methods, and applications in entrepreneurship, innovation, and sense making. Journal of
Business Research, 67(5), pp.657-662.
Igbaekemen, G.O., 2014. Impact of leadership style on organisation performance: A strategic
literature review. Public Policy and Administrafion Research, 4(9), pp.126-135.
Konstantinides, S., Torbicki, A., Agnelli, G., Danchin, N., Fitzmaurice, D., Galiè, N., Gibbs,
J.S.R., Huisman, M., Humbert, M., Kucher, N. and Lang, I., 2014. 2014 ESC guidelines on
the diagnosis and management of acute pulmonary embolism. Kardiologia Polska (Polish
Heart Journal), 72(11), pp.997-1053.
Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, 27(1-4),
p.84.
Li, W.D., Fay, D., Frese, M., Harms, P.D. and Gao, X.Y., 2014. Reciprocal relationship
between proactive personality and work characteristics: A latent change score
approach. Journal of Applied Psychology, 99(5), p.948.
Microsoft.com (2018). About Microsoft | Mission and Vision | Microsoft. [online]
Microsoft.com. Available at: https://www.microsoft.com/en-us/about/default.aspx [Accessed
20 Jan. 2018].
O’Toole Jr, L.J. and Meier, K.J., 2014. Public management, context, and performance: In
quest of a more general theory. Journal of Public Administration Research and
Theory, 25(1), pp.237-256.

9MANEGEMNET THEORIES AND APPLICATION
Starbucks.com. 2018. Starbucks Company Profile. Starbucks Coffee Company. Retrieved 20
January 2018, from https://www.starbucks.com/about-us/company-information/starbucks-
company-profile