Topic learn about theory y and its appication to unilever

Finally, the essay will provide an overview of the potentialand limitations of applying theory Y in business, providing recommendationsand directions for business organizations that want

TRƯỜNG ĐẠI HỌC THƯƠNG MẠI

Đinh Lê Minh Sơn

Nguyễn Công Long

Nguyễn Gia Phát

Nguyễn Minh Thắng

Phạm Tiến Thành

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6 Đinh Lê Minh Sơn

8 Nguyễn Gia Phát

In the modern era, health and sustainable development of businesses havebecome a top priority To meet this need, applying theory Y in the corporatesector is becoming an important trend This essay aims to learn and analyzetheory Y and how it can be applied in businesses, bringing benefits and potentialfor the development and success of business organizations Theory of Medicine,derived from ancient medical science and philosophy, has become an importanttheoretical basis in understanding and explaining health and disease The basicprinciples of Theory Y include the concept of balance and interaction of factors

in the body, the influence of the environment and daily life on health, as well asthe role of prevention and improve health Thanks to the combination ofphilosophy and science, Theory Y has become a useful tool to shape andpromote progress in the field of medicine However, Theory Y does not onlyinfluence medical field but can also be widely applied in corporateenvironments By applying the principles and perspectives of Theory Y,businesses can create a better working environment, promoting the growth andprosperity of the organization Applying Theory Y in business can contribute toimproving the quality of life and health of employees By creating a healthyworking environment and providing health support and disease preventionpolicies, businesses not only help employees feel happier and more motivated,but also reduce related risks health and increase labor productivity In addition,applying theory Y in businesses also brings economic benefits By investing inhealth management and disease prevention programs, businesses can reducecosts related to health insurance, absence from work due to illness, andtreatment costs Furthermore, a good working environment with attention tohealth also helps attract and retain talented people, creating a competitiveadvantage for businesses This essay will delve deeper into the principles andmethods of applying theory Y in business Specific examples of businesses thathave successfully applied Theory Y will be presented to illustrate the benefits

and results obtained Finally, the essay will provide an overview of the potentialand limitations of applying theory Y in business, providing recommendationsand directions for business organizations that want to apply this theory toimprove their performance high performance and sustainable development.Through research and exploration of theory Y and its application in business, wecan see the importance and potential of placing health and developmentSustainable development comes to the fore in the business environment Thisessay hopes to contribute to discovering and promoting the widespreadapplication of theory Y in businesses, creating a healthy working environmentand promoting the comprehensive development of business organizations.

Introduction 1

I General i ntroduction: 4

1.1 Definition of theory Y 4

1.2 The importance of Theory Y in modern business management 4

1.3 Overview of Unilever 5

II Understand Theory Y: 6

1 Origins and Context of Theory Y 6

2 Key principles of Theory Y 8

2.1 Positive view of employees 8

2.2 Trust and empowerment 10

2.3 Motivation and responsibility 12

III Applying Theory Y at Unilever 13

1 Leadership method 13

1.1 Supportive leadership style 13

1.2 Authorization 15

2 Organizational culture: 16

2.1 Business rules 16

2.2 Business partners 17

3 Employee engagement strategy 17

3.1 Employee development program 17

Prologue 22

Conclude 24

I General i ntroduction:

1.1 Definition of theory Y

+ Theory Y is based on management with a participatory style, wheremanagers assume that employees manage autonomously and are motivated toachieve organizational goals This theory refers to a participative approach withjob-satisfied, motivated and creative employees In addition, they take on a lot

of responsibility and participate in decision-making Theory Y managers carryout decentralized and participative management, fostering collaborativerelationships and based on trust Evaluations, like Theory X, are common, but inthis case, they are used to encourage open communication, not to control staff

1.2 The importance of Theory Y in modern business management

+ Employee Motivation and Satisfaction:

- Theory Y recognizes that employees are not merely motivated byexternal rewards (such as money or fear of punishment) Instead, it emphasizesintrinsic motivation Modern workplaces thrive when employees feel a sense ofpurpose, autonomy, and personal fulfillment Theory Y aligns with thisperspective

+ Encourages creative thinking:

- In the workplace, creative thinking is a person's ability to approach aproblem in a new or innovative way to come up with a resolution The design ofTheory Y management values each person's unique perspective, and it asksmanagers and supervisors to view their employees as distinctive individuals.This type of thinking allows for more insight from each person and creates anenvironment in which each employee has an interest in the success of theproject, department or company This leads to more creative thinking andinnovative problem-solving

+ Adds to positive workplace culture:

- Managers who adhere to theory Y also strive to foster skills and guidetheir employees so every person can reach their potential This mindset isnoticeable, and the individual attention and care that employees feel builds trust,increases job satisfaction and adds to a positive work environment that aids injob retention Related: Importance of Cultural Sensitivity in Today's Workplace.+ Promotes collaboration:

- Theory Y managers trust their employees to complete assignments andtasks They believe in each person's ability to contribute ideas and form effectivesolutions In contrast to Theory X managers, who delegate trivial tasks toindividual employees, Theory Y managers allow people to take on high-levelresponsibilities, contribute to important projects and offer innovative ideas.+ Generates loyalty and attracts talent:

- A person's management style plays an important role in the way abusiness functions and operates Theory Y managers support their staff membersand encourage professional growth Their actions build trust and contribute toincreased job satisfaction

- When employees feel valued for their contributions and trusted for theirabilities and talents, it generates company loyalty and is likely to reduceturnover This management technique may help a company or department have apositive reputation that may even draw in more talent

1.3 Overview of Unilever

+ Unilever was founded on September 2, 1929 by Dutch margarinemanufacturer Margarine Unie and British soap manufacturer Lever Brothers.Unilever is an Anglo-Dutch consumer goods company headquartered in Londonand Rotterdam, employing over 150,000 people globally with an annualturnover of € 51 billion ($57.35 billion) in 2018 The company is one of theworld leading supplier of beauty & personal care, home care and food &beverage products with sales in more than 190 countries and reaching 2.5 billionconsumers every day Unilever has around 400 brands including Dove, Knorr,

Dirt Is Good, Rexona, Lipton, Lux, Magnum, Ax, Sunsilk and Surf Since 2010,Unilever has taken action through the Unilever Sustainable Living Plan (USLP)

to help more than a billion people improve their health and well-being, halvetheir environmental impact and enhance their livelihoods of millions of people

as the business grows Unilever has made significant progress and continues toexpand its ambitions, most recently committing to ensuring 100% of its plasticpackaging is fully reusable, recyclable or compostable by 2025 USLP createsCreate value by driving growth and trust, eliminating costs and minimizing risk

In 2018, the company's Sustainable Living Brand grew 69% faster than the rest

of the business, compared to 46% in 2017

II Understand Theory Y:

1 Origins and Context of Theory Y

Theory Y was also introduced by Douglas McGregor in the 1960s, whichcan be considered as a "correction" or a further advancement of human resourcemanagement theory Starting from recognizing the flaws in Theory X:

* The following premises concerning people's bias are made by Theory Y:

- Laziness is not an innate human nature in general Mental work, manuallabor as well as rest and entertainment are all human phenomena

- Manipulation and intimidation are not the only means of motivatingpeople to achieve organizational goals

- Human talent always has a hidden problem in how to arouse thatpotential

- People will work better if personal satisfaction is achieved

* From the perspective of people as above, Theory Y offers a method ofhuman resource management such as:

- Implement the principle of unity between organizational goals andindividual goals

- Management measures applied to employees must have the effect ofbringing "internal harvest"

- Apply attractive methods to get the promises of members of theorganization.

- Encourage employees to self-direct the achievement of their goals, andmake employees self-assess their achievements

- Managers and employees must influence each other

a Advantages:

- More positive and progressive than theory X view more human nature

- Humans are not machines, the encouragement for people lies withinthemselves

- Managers need to provide them with a good working environment, andmanagers must skillfully incorporate personal goals into organizational goals

- Make employees understand that to satisfy their goals, they need toperform well in the goals of the organization

- Flexible managers let employees set their own goals, self-assess theirwork performance, and make employees feel that they are involved in theorganization's activities more responsible and enthusiastic

b Disadvantages:

- Despite the above advancements, Theory Y also has limitations, whichthat following Theory Y can lead to loose in management or the level of theorganization is not suitable to apply this theory

- Applicable object: Therefore, theory Y can only be promoted well inorganizations with a high level of development and creativity requirements such

as large economic groups such as Microsoft; Unilever; P&G…

To sum up, Theory Y managers have an optimistic opinion of their people,and they use a decentralized, participative management style This encourages amore collaborative, trust-based relationship between managers and their teammembers

People have greater responsibility, and managers encourage them todevelop their skills and suggest improvements Appraisals are regular but, unlike

in Theory X organizations, they are used to encourage open communicationrather than to control staff.

Theory Y organizations also give employees frequent opportunities forpromotion

This style of management assumes that workers are:

+ Happy to work on their own initiative

+ More involved in decision making

+ Self-motivated to complete their tasks

+ Enjoy taking ownership of their work

+ Seek and accept responsibility, and need little direction

+ View work as fulfilling and challenging

+ Solve problems creatively and imaginatively

Theory Y has become more popular among organizations This reflectsworkers' increasing desire for more meaningful careers that provide them withmore than just money

2 Key principles of Theory Y

2.1 Positive view of employees

Theory Y presents a positive view of employees, that is based on theassumption that employees are intrinsically motivated, enjoy work, and can beself-directed and creative when given the opportunity Managers who embraceTheory Y have a more positive view of their employees' capabilities and believethat they are driven by internal factors such as personal growth, achievement,and a sense of purpose

Under Theory Y, managers adopt a participative leadership style,involving employees in decision-making processes and valuing their input andideas They recognize the importance of open communication and collaboration,fostering a supportive and inclusive work environment This approach oftenleads to a flatter organizational structure, where information flows freely acrossdifferent levels

Furthermore, Theory Y managers trust their employees' abilities and arewilling to delegate tasks and provide opportunities for growth and development.They believe that employees are capable of taking responsibility and makingmeaningful contributions to the organization This empowerment can lead tohigher job satisfaction, increased motivation, and a greater sense of ownershipamong employees.

In summary, Theory Y is characterized by a positive view of employees, aparticipative management style, open communication, trust, and empowerment.Implications for Management Practices

The differences between Theory X and Theory Y have significantimplications for management practices and employee outcomes Let's exploresome of these implications:

+ Leadership Style

Theory X managers tend to adopt an autocratic leadership style, wheredecisions are made without employee input and instructions are given in a top-down manner This style can lead to a lack of employee engagement, limitedcreativity, and a lack of ownership over work On the other hand, Theory Ymanagers embrace a participative leadership style, involving employees indecision-making processes and valuing their contributions This style fosters asense of ownership, encourages creativity, and promotes employee engagement.+ Employee Motivation

Theory X assumes that employees are primarily motivated by externalrewards and punishments As a result, managers relying on Theory X may resort

to strict control and micromanagement to ensure compliance However, thisapproach often leads to decreased motivation, as employees feel disempoweredand undervalued In contrast, Theory Y recognizes the importance of intrinsicmotivation and provides opportunities for employees to find meaning andsatisfaction in their work This approach can lead to higher levels of motivation,job satisfaction, and productivity

+ Communication and Collaboration

Theory X environments often have limited communication channels, withinformation flowing primarily from the top to the bottom This lack ofcommunication can hinder innovation, creativity, and the exchange of ideas.Conversely, Theory Y promotes open communication and collaboration,allowing for the free flow of information across different levels of theorganization This fosters a culture of innovation, encourages diverseperspectives, and enhances problem-solving capabilities

+ Employee Development

Theory X managers tend to have limited trust in their employees' abilitiesand are reluctant to delegate tasks or provide opportunities for growth anddevelopment This can lead to stagnation, decreased job satisfaction, and limitedcareer advancement In contrast, Theory Y managers trust their employees'capabilities and actively seek to provide them with opportunities for growth anddevelopment This approach not only enhances employee skills and knowledgebut also promotes a sense of loyalty and commitment to the organization.Conclusion

In conclusion, Theory X and Theory Y represent two contrastingapproaches to management While Theory X assumes that employees are lazyand need to be closely controlled, Theory Y assumes that employees aremotivated and capable of self-direction The choice between these theories hassignificant implications for leadership style, employee motivation,communication, and employee development By understanding the attributes ofTheory X and Theory Y, managers can adopt the most appropriate approach tocreate a positive work environment, foster employee engagement, and driveorganizational success

2.2 Trust and empowerment

Theory Y, proposed by Douglas McGregor as a management concept inthe 1960s, presents a contrasting view to Theory X While Theory X assumes