As a school leader/manager, how do you view your subordinates? Do you treat them as scaffolds that support each other to achieve progress or as mere pawns in a board game inside the four walls of the school ground?
Adapting the management theory of Douglas McGregor, there are two ways how a leader/manager sees people under his command, the X and the Y theory of management.
The X management theory states that the leader sees his people as workers who don’t like their work. These workers must either be coerced, threatened or controlled so that they will execute their jobs accordingly. Do you see them as staff that need to always be directed like marionettes that need their keys turned for them to move.
As a school leader, do you view your teachers this way? Do you often give directions for strict implementations? Are you hard to approach in matters of decision-making? Do you have to bribe your teachers with incentives or favors so as to make them perform the task given to them? Much worse, do you have to resort to reprimands and memos just to let make them perform extra assignments?
If that would be the case, you might be implementing the X theory of management. Your teachers need to be intrinsically motivated so that they will work out their tasks. These also apply to teachers as well. If most of the answers to those questions raised are yes, then you might rethink on earning your keep in the education sector. Remember, teaching is one of the noblest profession. If these have been observed from your performances then it’s about time to make a turn around and correct these bad habits.
On the other hand, the Y theory of management states that the leader views people to like their jobs. They exercise self-direction and need less motivation and supervision. When given responsibilities, they are up for the task. You see them to be creative in solving problems. These types of teachers are the ones you can count on whenever crisis would occur, last minute deadlines, rushed reports and documents.
These leaders allow the teachers to see satisfaction from work done as the best motivation. He believes that everyone has intellectual potentials that needs only a little budge or a little push to be explored and developed.
At the same time, teachers having this kind of mentality towards work gains a lot of learning experiences and therefore develops more than just teaching skills but also imbibes leadership skills as well. By doing so, they are already learning on how to become leaders by their own rights. Soon enough when the chances are in their favor, it will not be difficult for them to execute the duties and obligations of a school leader.
From both theories of McGregor, the Y theory of management proves to be the most beneficial. It is like hitting two birds with a single stone. Seeking satisfaction by achieving potential advances organizational goals. The school management becomes more efficient at the same time the teachers become well equipped with trainings and skill they will need when they opt for a promotion. Employee potential and job satisfaction are linked to the achievement of any goal. This leads to a progressive institution and a dynamic work force.
By: Amelyn R. Zulueta | HT-III | Lamao National High School
