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{"id":3127,"date":"2023-02-19T16:11:41","date_gmt":"2023-02-19T16:11:41","guid":{"rendered":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/chapter\/apply-it-12-4-managers-attitudes-and-motivation\/"},"modified":"2025-06-25T12:36:03","modified_gmt":"2025-06-25T12:36:03","slug":"apply-it-12-4-managers-attitudes-and-motivation","status":"publish","type":"chapter","link":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/chapter\/apply-it-12-4-managers-attitudes-and-motivation\/","title":{"raw":"Apply It 12.4: Managers' Attitudes and Motivation","rendered":"Apply It 12.4: Managers&#8217; Attitudes and Motivation"},"content":{"raw":"<section class=\"textbox learningGoals\">\r\n<ul>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand the difference between Theory X, Theory Y, and Theory Z managers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand the difference between Theory X, Theory Y, and Theory Z managers<\/span><\/li>\r\n\t<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how managers' attitudes affect worker motivation&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how managers' attitudes affect worker motivation<\/span><\/li>\r\n<\/ul>\r\n<\/section>\r\n<h2>Management Philosophy<\/h2>\r\n<p>This Apply It continues using the return to in-office work case study video from earlier in this module. The video is included below in case you want to refresh your memory about specific details, but if you have already watched it, you don't need to watch it again.<\/p>\r\n<section class=\"textbox recall\" aria-label=\"Recall\">The video highlights how management approaches to remote work vary significantly, with some companies imposing strict return-to-office mandates while others adopt more flexible models.<\/section>\r\n<section class=\"textbox watchIt\" aria-label=\"Watch It\"><script src=\"https:\/\/www.youtube.com\/iframe_api \" type=\"text\/javascript\"><\/script>\r\n<p class=\"cc-media-iframe-container\"><iframe id=\"tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" class=\"cc-media-iframe\" src=\"https:\/\/www.youtube.com\/embed\/UHz5IIadnEQ?si=27IMyQFJjaMb5_n9?enablejsapi=1 \" frameborder=\"0\" data-mce-fragment=\"1\"><\/iframe><\/p>\r\n<p class=\"cc-media-iframe-container\"><script src=\"\/\/plugin.3playmedia.com\/ajax.js?cc=1&amp;cc_minimizable=1&amp;cc_minimize_on_load=0&amp;cc_multi_text_track=0&amp;cc_overlay=1&amp;cc_searchable=0&amp;embed=ajax&amp;mf=13387224&amp;p3sdk_version=1.11.7&amp;p=20361&amp;player_type=youtube&amp;plugin_skin=dark&amp;target=3p-plugin-target-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;vembed=0&amp;video_id=UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" type=\"text\/javascript\"><\/script><\/p>\r\n<p>You can view the\u00a0<a href=\"https:\/\/course-building.s3.us-west-2.amazonaws.com\/Intro+to+Business\/transcripts\/Why+Corporate+America+Is+Abandoning+Remote+Work_transcript.txt\" target=\"_blank\" rel=\"noopener\">transcript for \u201cWhy Corporate America Is Abandoning Remote Work\u201d here (opens in new window).<\/a><\/p>\r\n<\/section>\r\n<h3>The video states that firms imposing three-day, in-office mandates create \"a big trust issue.\" Compare how Theory X, Y, and Z managers might approach the question of remote work differently based on their assumptions about employees.<\/h3>\r\n<p>[reveal-answer q=\"68546\"]Click to Show Sample Answer[\/reveal-answer]<br \/>\r\n[hidden-answer a=\"68546\"]A Theory X manager would likely mandate full return-to-office, believing employees need constant supervision to be productive and that remote workers are likely avoiding work. Their inherent distrust of employee self-motivation would lead them to prioritize control and visibility over worker preferences.<\/p>\r\n<p>In contrast, a Theory Y manager would be more likely to adopt flexible policies, believing employees are self-motivated and capable of being productive without direct supervision. They might implement a team choice approach where teams determine their own in-office schedules based on their specific collaboration needs and work patterns. This shows managers trust teams to make appropriate decisions about when in-person collaboration is necessary versus when remote work is more efficient.<\/p>\r\n<p>A Theory Z manager would take a more holistic approach, recognizing both organizational and employee needs. They would likely create a consensus-driven policy through extensive employee consultation, emphasizing long-term employment relationships over short-term productivity metrics. Rather than imposing universal mandates, Theory Z managers would develop policies that balance organizational cohesion with individual employee circumstances, building trust through inclusive decision-making rather than imposing top-down directives.[\/hidden-answer]<\/p>","rendered":"<section class=\"textbox learningGoals\">\n<ul>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand the difference between Theory X, Theory Y, and Theory Z managers&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand the difference between Theory X, Theory Y, and Theory Z managers<\/span><\/li>\n<li><span data-sheets-value=\"{&quot;1&quot;:2,&quot;2&quot;:&quot;Understand how managers' attitudes affect worker motivation&quot;}\" data-sheets-userformat=\"{&quot;2&quot;:13185,&quot;3&quot;:{&quot;1&quot;:0},&quot;10&quot;:0,&quot;11&quot;:4,&quot;12&quot;:0,&quot;15&quot;:&quot;Calibri&quot;,&quot;16&quot;:10}\">Understand how managers&#8217; attitudes affect worker motivation<\/span><\/li>\n<\/ul>\n<\/section>\n<h2>Management Philosophy<\/h2>\n<p>This Apply It continues using the return to in-office work case study video from earlier in this module. The video is included below in case you want to refresh your memory about specific details, but if you have already watched it, you don&#8217;t need to watch it again.<\/p>\n<section class=\"textbox recall\" aria-label=\"Recall\">The video highlights how management approaches to remote work vary significantly, with some companies imposing strict return-to-office mandates while others adopt more flexible models.<\/section>\n<section class=\"textbox watchIt\" aria-label=\"Watch It\"><script src=\"https:\/\/www.youtube.com\/iframe_api\" type=\"text\/javascript\"><\/script><\/p>\n<p class=\"cc-media-iframe-container\"><iframe id=\"tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" class=\"cc-media-iframe\" src=\"https:\/\/www.youtube.com\/embed\/UHz5IIadnEQ?si=27IMyQFJjaMb5_n9?enablejsapi=1\" frameborder=\"0\" data-mce-fragment=\"1\"><\/iframe><\/p>\n<p class=\"cc-media-iframe-container\"><script src=\"\/\/plugin.3playmedia.com\/ajax.js?cc=1&amp;cc_minimizable=1&amp;cc_minimize_on_load=0&amp;cc_multi_text_track=0&amp;cc_overlay=1&amp;cc_searchable=0&amp;embed=ajax&amp;mf=13387224&amp;p3sdk_version=1.11.7&amp;p=20361&amp;player_type=youtube&amp;plugin_skin=dark&amp;target=3p-plugin-target-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;vembed=0&amp;video_id=UHz5IIadnEQ?si=27IMyQFJjaMb5_n9&amp;video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9\" type=\"text\/javascript\"><\/script><\/p>\n<p>You can view the\u00a0<a href=\"https:\/\/course-building.s3.us-west-2.amazonaws.com\/Intro+to+Business\/transcripts\/Why+Corporate+America+Is+Abandoning+Remote+Work_transcript.txt\" target=\"_blank\" rel=\"noopener\">transcript for \u201cWhy Corporate America Is Abandoning Remote Work\u201d here (opens in new window).<\/a><\/p>\n<\/section>\n<h3>The video states that firms imposing three-day, in-office mandates create &#8220;a big trust issue.&#8221; Compare how Theory X, Y, and Z managers might approach the question of remote work differently based on their assumptions about employees.<\/h3>\n<p><div class=\"qa-wrapper\" style=\"display: block\"><button class=\"show-answer show-answer-button collapsed\" data-target=\"q68546\">Click to Show Sample Answer<\/button><\/p>\n<div id=\"q68546\" class=\"hidden-answer\" style=\"display: none\">A Theory X manager would likely mandate full return-to-office, believing employees need constant supervision to be productive and that remote workers are likely avoiding work. Their inherent distrust of employee self-motivation would lead them to prioritize control and visibility over worker preferences.<\/p>\n<p>In contrast, a Theory Y manager would be more likely to adopt flexible policies, believing employees are self-motivated and capable of being productive without direct supervision. They might implement a team choice approach where teams determine their own in-office schedules based on their specific collaboration needs and work patterns. This shows managers trust teams to make appropriate decisions about when in-person collaboration is necessary versus when remote work is more efficient.<\/p>\n<p>A Theory Z manager would take a more holistic approach, recognizing both organizational and employee needs. They would likely create a consensus-driven policy through extensive employee consultation, emphasizing long-term employment relationships over short-term productivity metrics. Rather than imposing universal mandates, Theory Z managers would develop policies that balance organizational cohesion with individual employee circumstances, building trust through inclusive decision-making rather than imposing top-down directives.<\/p><\/div>\n<\/div>\n","protected":false},"author":21,"menu_order":19,"template":"","meta":{"_candela_citation":"[{\"type\":\"copyrighted_video\",\"description\":\"Why Corporate America Is Abandoning Remote Work\",\"author\":\"\",\"organization\":\"CNBC Make It\",\"url\":\"https:\/\/youtu.be\/UHz5IIadnEQ\",\"project\":\"\",\"license\":\"arr\",\"license_terms\":\"Standard YouTube License\"}]","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"part":3105,"module-header":"apply_it","content_attributions":[{"type":"copyrighted_video","description":"Why Corporate America Is Abandoning Remote Work","author":"","organization":"CNBC Make It","url":"https:\/\/youtu.be\/UHz5IIadnEQ","project":"","license":"arr","license_terms":"Standard YouTube License"}],"internal_book_links":[],"video_content":null,"cc_video_embed_content":{"cc_scripts":"<script type='text\/javascript' src='https:\/\/www.youtube.com\/iframe_api'><\/script><script type='text\/javascript' src='\/\/plugin.3playmedia.com\/ajax.js?cc=1&cc_minimizable=1&cc_minimize_on_load=0&cc_multi_text_track=0&cc_overlay=1&cc_searchable=0&embed=ajax&mf=13387224&p3sdk_version=1.11.7&p=20361&player_type=youtube&plugin_skin=dark&target=&vembed=0&video_id=UHz5IIadnEQ&video_target=tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9'><\/script>\n","media_targets":["tpm-plugin-hcaecbee-UHz5IIadnEQ?si=27IMyQFJjaMb5_n9"]},"try_it_collection":null,"_links":{"self":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3127"}],"collection":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/users\/21"}],"version-history":[{"count":8,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3127\/revisions"}],"predecessor-version":[{"id":9807,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3127\/revisions\/9807"}],"part":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/parts\/3105"}],"metadata":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapters\/3127\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/media?parent=3127"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/pressbooks\/v2\/chapter-type?post=3127"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/contributor?post=3127"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/content.one.lumenlearning.com\/introductiontobusiness\/wp-json\/wp\/v2\/license?post=3127"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}