Relationship x and y

The workplace lacks unvarying rules and practices, which could potentially be detrimental to the quality standards of the product and strict guidelines of a given company. Using this theory in these types of work conditions allows employees to specialize in particular work areas which in turn allows the company to mass-produce a higher quantity and quality of work. Theory Y managers gravitate towards relating to the worker on a more personal level, as opposed to a more conductive and teaching-based relationship. Theory X is based on assumptions regarding the typical worker. The script gets somewhat sappy toward the end as Nathan begins to realize what Julie means to him, but for the most part it treats Nathan respectfully and honestly, from his difficulty expressing himself to his cautious interest in other people. The soft approach is characterized by leniency and less strict rules in hopes for creating high workplace morale and cooperative employees. For McGregor, Theory X and Theory Y are not opposite ends of the same continuum, but rather two different continua in themselves. Managers are always looking for mistakes from employees, because they do not trust their work. A fish out of water in his native London, the pressure is compounded as Nathan navigates his new surroundings lost even amongst friends. While there is a more personal and individualistic feel, this leaves room for error in terms of consistency and uniformity. Butterfield gives one his best performances capturing a kind-hearted young man; he successfully externalizes what Nathan has tremendous difficulty sharing. Unsourced material may be challenged and removed. Relationship x and y. ‘A Brilliant Young Mind,’ about a teenager with autism, brings to mind films like ‘Rain Man’ and ‘A Beautiful Mind.’ But this touching film features strong performances that make it more memorable than you would initially expect. Hawkins and McCann give especially beautiful performances as parents dealing with a special son. This managerial style is more effective when used in a workforce that is not essentially motivated to perform. On the contrary, managers who choose the Theory Y approach have a hands-off style of management. It’s a confident debut from a documentary filmmaker who has successfully transitioned into fiction, although given its source material, the real-life Nathan’s tale is a little stranger than the one on screen here. How the filmmakers manage to impart tragic overtones to Monty Python’s “Dead Parrot” sketch is a mystery, but they do. The content below is from the site's archived pages and other outside sources. Instead of deciding the project for them, the Theory Y manager would let their employees collaborate and decide on the new advertisement together. Theory X is a "we versus they" approach, meaning it is the management versus the employees. Because managers and supervisors are in almost complete control of the work, this produces a more systematic and uniform product or work flow. McGregor believes both ends of the spectrum are too extreme for efficient real-world application. This allows the employee to design, construct, and publish their work in a timely manner in co-ordinance to their workload and projects. Humphreys, a former wiz kid now suffering with MS struggles socially like Nathan, he reassures him and Julie that Nathan will be fine. Implementing a system that is too soft could result in an entitled, low-output workforce. These managers view their employees as one of the most valuable assets to the company, driving the internal workings of the corporation. Due to these assumptions, Theory X concludes the typical workforce operates more efficiently under a hands-on approach to management. In order to achieve the most efficient production, a combination of both theories may be appropriate. But director Morgan Matthews and screenwriter James Graham keep the focus on their young protagonist, and Butterfield delivers an aching, otherworldly performance as a boy gazing at other people from across a sea of conflicting data. Julie yearns for an “I love you,” a hug, or even holding hands, but Nathan ignores her at every turn. A former math prodigy himself who is now suffering from multiple sclerosis, Martin understands Nathan’s ability, agreeing to train him for the International Mathematics Olympiad. Management believes employee's work is based on their own self-interest.

In general, Theory X style managers believe their employees are less intelligent, lazier, and work solely for a sustainable income. This allows the individual to receive either a direct reward or a reprimand, depending on the outcome's positive or negative nature. Matthews is fully in control of material, crafting an often exciting, non-linear formal opus. A Brilliant Young Mind is a rich character study mediated through Nathan’s lens. Lightwing had a teacher who saw his potential and became his mentor, however his mentor was not a man but a woman named Miggy Biller who is the Head of Maths at York College. And as Nathan and Martin develop a relationship, Martin and Julie do, too. She’s given more complexity than your standard issue teen romance interest. Theory X managers believe all actions should be traceable to the individual responsible. An organization with this style of management encourages participation and values individuals' thoughts and goals. Theory Y managers assume employees are internally motivated, enjoy their job, and work to better themselves without a direct reward in return. Seeking help through his school, he’s paired with a mentor Mr. Relationship x and y. “You’re not clever enough,” Nathan says, and you can tell the dismissal cuts Julie deeply. He had a closer relationship with his father, but after a car accident left Julie and Nathan alone, their mother-son bond is practically nonexistent. Formal devices aside, A Brilliant Young Mind also succeeds on the strength of its performances. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development. In the film the IMO takes place in Cambridge, England but the actual event that Lightwing participated in was in Slovenia. It is important to note, however, that before an employee carries out their task, they must first obtain the manager's approval. Although Theory Y encompasses creativity and discussion, it does have limitations. It is implied the employees are excited to work on the new project and want to better the company in whatever way possible. Dating on demand. Parents and teachers of all the Nathans out there may be inclined to give “A Brilliant Young Mind” the full four stars; for the rest of us, it’s small, smart, and satisfying. An organization with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees. But she knows what her son is passionate about, and that’s “maths”-Nathan sees patterns in everything, and it’s his burgeoning genius that inspires Julie to find him a math coach. This theory states that managers evaluate the workplace and choose their leadership style based upon both internal and external conditions presented. McGregor's Theory X and Theory Y and Maslow's hierarchy of needs are both rooted in motivation theory. Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision.

X & Y Communications - Dating Coach | …

. This approach can potentially yield a hostile, minimally cooperative workforce that may cause resentment towards management. After a tragic accident, Julie is a widower dealing with the challenges of raising a son who refuses to combo meals that don’t contain a prime number of items. As a result, Theory Y followers may have a better relationship with their boss, creating a healthier atmosphere in the workplace. To demonstrage his genius, when he stumbles upon a web developer having difficulty with a helpdesk implementation, he very quickly solves the problem by simply reviewing the specs. The manager gave the employees working on the project a strict set of guidelines to follow. While the screenplay by James Graham is competent and effective, the direction by Matthews elevates the material beyond simple melodrama.

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. Managers who choose the Theory X approach have an authoritarian style of management. Please help improve this article by adding citations to reliable sources. Here the device is turned on its head as Matthews confidently uses devices, including carefully executed handheld photography to heighten memorable and potentially traumatic moments. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. Here Spall carefully crafts a sympathetic burn-out. Lightwing's mentor Miggy Biller attended the film's premiere and told the York College newsletter: "We sat beside each other at the showing, chuckling together about some of the film’s maths problems. Thanks to strong performances and a heartwarming, if somewhat obvious, conclusion, “A Brilliant Young Mind” is a solid family-viewing choice. The movie is strongest when it sees the world as Nathan does, as a series of patterns that can be beautiful - in shot after shot, cinematographer Danny Cohen pulls order from chaos - but equally baffling, even frightening. This article needs additional citations for verification. The hard approach depends on close supervision, intimidation, and immediate punishment. This management style assumes that the typical worker has little ambition, avoids responsibility, and is individual-goal oriented. On top of the guidelines, the manager also gave a deadline, with no chance of extension. Example: Employees working in the marketing department of a large electronics company were tasked with creating a new advertisement that would gain the interest of more diverse consumer base. This ensures work stays efficient, productive, and in-line with company standards. A prestigious competition that pits teenagers from around the world against each other in national teams, the IMO takes intense focus and superior skill-both of which Nathan have. This approach is derived from Fred Fiedler's research over various leadership styles known as the contingency theory. Fairy fencer f relationships. Perhaps the most important discovery is Yang, who flawlessly plays Zhang, a fellow genius doomed to a life pre-ordained. In comparison to Theory X, Theory Y incorporates a pseudo-democratic environment to the workforce. He theorized that the motivation employees use to reach self-actualization allows them to reach their full potential. Example: Employees working in the marketing department of a large electronics company were tasked with creating a new advertisement that would gain the interest of a more diverse consumer base. This blows the developer's mind because he had just called in a contractor to provide helpdesk support but now finds it unnecessary. While being this capability may not be believeable on the surface, with enough examples, the audience is able to completely buy into it. From Wikipedia The main character Nathan Ellis is based on mathematical genius Daniel Lightwing who has Asperger syndrome. According to McGregor, there are two opposing approaches to implementing Theory X: the hard approach and the soft approach. Instead, McGregor feels that an approach located in the middle would be the most effective implementation of Theory X. Theory X can benefit a work place that utilizes an assembly line or manual labor. McGregor also believed that self-actualization was the highest level of reward for employees. The employees finish the project on time and have all the correct content included. Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation. While the employees work on the project, the manager checks in multiple times a day, making sure they are completing the work in proper fashion. This led companies to focus on how their employees were motivated, managed, and led, creating a Theory Y management style which focuses on the drive for individual self – fulfillment. His camera floats as details are frantically missed amongst the shock. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. According to Maslow, a human is motivated by the level they have not yet reached, and self-actualization cannot be met until each of the lower levels has been fulfilled. Despite expected plot developments, X+Y is a textbook in how to create a film that contains all the expectations a plot such as this evokes while feeling fresh and exciting. However, the deadline might need to be pushed back a day due to occasional lack of production. Assumptions of Theory Y, in relation to Maslow's hierarchy put an emphasis on employee higher level needs, such as esteem needs and self-actualization.

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. Employees additionally tend to take full responsibility for their work and do not need close supervision to create a quality product