Theory
X & Theory Y
Theory X
Theory X
assumes that employees are naturally unmotivated and dislike working, and this
encourages an authoritarian style of management. According to this view,
management must actively intervene to get things done. This style of management
assumes that workers:
- Dislike working.
- Avoid responsibility and need to be directed.
- Have to be controlled, forced, and threatened to deliver what's needed.
- Need to be supervised at every step, with controls put in place.
- Need to be enticed to produce results; otherwise they have no ambition or incentive to work.
X-Type
organizations tend to be top heavy, with managers and supervisors required at
every step to control workers. There is little delegation of authority and control
remains firmly centralized.
McGregor recognized that X-Type
workers are in fact usually the minority, and yet in mass organizations, such
as large scale production environment, X Theory management may be required and
can be unavoidable.
Theory Y
Theory Y
expounds a participative style of management that is de-centralized. It assumes
that employees are happy to work, are self-motivated and creative, and enjoy
working with greater responsibility. It assumes that workers:
- Take responsibility and are motivated to fulfill the goals they are given.
- Seek and accept responsibility and do not need much direction.
- Consider work as a natural part of life and solve work problems imaginatively.
This more
participative management style tends to be more widely applicable. In Y-Type
organizations, people at lower levels of the organization are involved in
decision making and have more responsibility.
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Understanding the theory with the help of a
cartoon:
So what do
we get to learn from theory X and theory Y?
So, we can now easily say that the best theory for application is Theory
Y.
My motto of writing this blog was to enlighten the reader about Theory X and Theory Y with the help of cartoons and diagrams for ease of understanding.
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