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To what extent and why would MacGregor's approach be effective in your current or previous workplace? If you have never worked, discuss a type of job you are familiar with.

Answer :

McGregor's approach would have been effective in my previous workplace because it matched the employees' independence and creativity. My collaborative conflict-handling style was generally effective, highlighting the importance of situationally appropriate managerial strategies. On-the-job training and structured feedback could have fostered professional growth.

Douglas McGregor's Theory X and Theory Y models suggest different approaches to managing people based on their motivation and behavior. In my previous workplace, a symbolic interactionist approach would be Y, which assumes employees are self-motivated, seek responsibility, and are creative problem solvers. This would have been effective because the employees were highly skilled and valued autonomy; the approach would foster an environment of trust and encourage higher productivity and job satisfaction.

My conflict-handling style was collaborative, which was generally effective, but there were instances where not enough conflict led to a lack of discussion on important matters, impeding innovation and improvement. Understanding and adjusting the approach based on the situation is crucial for managerial success.

The previous employer excellent at offering praise and opportunities for on-the-job training, which aligned with employees' preference for learning in a real-world context. However, I would have encouraged more structured feedback to ensure consistent professional development across all levels.

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