Behavioral Dimensions and their Implications on an Organisation

Organisational Behavior has always played a pivotal role in identifying various aspects of  the "human side" of  the Organisations. It has evolved as a field of study that investigates the impact  of individuals and groups on an organisation's effectiveness.An organization as a structure is comprised of various individuals spanning across definitive roles and responsibilities. In the process of  establishment of an organisation it becomes palpable for a certain section of these roles with a supervisory  status. With the injection of various behavioral patterns assigned with different regulations and responsibilities, psychology does become a necessary science for understanding an organisation's functioning on a ground level.

Breaking the behavioral aspects into  four different entities, we can broadly classify organisational behavior into

                         1)Sociology
                         2)Psychology
                         3)Communication
                          4)Management

Understanding the applications of these various aspects can be better understood with the interaction of different behavioral patterns .One such theory that provides us with this perspective is

"The Theory of X and Y "

Douglas McGregor proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Theory x and theory y are still referred to commonly in the field of management and motivation.Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques.

Since the focus is on Managers, let us discuss Henry Fayol's description of functions of managers.According to Henry Fayol, the key functions of a manager are to :

• make forecasts and plan
• organize work
• command the people under them by giving instructions
• co-ordinate the resources(money,people,time) for which they are responsible
• control activities and people by measuring and correcting them to enable performance to fit the plans.

Now further bifurcating the managers into X and Y as per the above table we can draw a hypothesis on the type of managers that are well suited and fall in line with the organisation's progress.

Therefore Theory X managers are resourceful in case of lazy workers as they would be set a standard framework to work within. Constant review of their progress in work would facilitate in expediting the work and remove any liabilities associated with them

Manager Y looking after NON LAZY employees is the most profitable combination for any organization.I would personally prefer to be Manager Y as it would create a conducive environment for growth and innovation.











According to the research conducted by Chartered Management Institute CMI,London, a survey was conducted asking what type of mangers they responded to best. The results showed that employees preferred a theory Y approach.

Research conducted by CMI also showed that over half of the managers surveyed felt that there is a short supply of management skills in two key areas.

• Inspiring people and leading them through change
• innovation in business growth and development.

Therefore, the need for Manager Ys can be observed form both the managerial and worker communities. They are the next generation managers who understand organisation as a collection of ideas to a common objective.