Douglas McGregor’s Theory X and Theory Y

Douglas McGregor is one of the founding forefathers of management theory and was one of the top business thinkers of all times. (1) McGregor developed his theory x and theory y in 1960 based on Maslow’s Hierarchy of Needs. Theory X adopts that management’s role is to governor employees, while Theory Y adopts that management’s role is to develop the promising employees and help them to release their potential toward common goals.

In theory X, managers assume that employees have an essential disinclination for work and will dodge it whenever possible. Theory X managers feel that their employees must be forced, controlled, directed or threatened with punishment in order to get them to reach the organizational goals and that employees have little or no drive and prefer to be directed and they do not want accountability, they look for security above anything else. In practice Theory X managers tend to be oppressive and controlling and feel it is up to them to drive people and make them do their work. These managers tend to micro-manage, be extremely task concerned with and not put much importance on building confident relationships. Little emphasis is shown towards developing a positive work environment and credit and appreciation would be rare. People working for these managers tend to be driven by fear and characteristically feel unacknowledged.

Theory Y managers believe that work is as natural as play and rest. They feel that their employees are committed and are not lazy and that they have the drive to do their job without pressure. They feel that their employees learn to take and look for responsibility, they are unique, resourceful and their imaginations are generally distributed. This type of manager believes that their employees have potential. The Theory Y managers believe that their employees will perform well if treated in a positive manner. These managers delegate and empower their people because they believe in them and feel that they do worthy work. Priorities will be given to improve a positive work environment and articulating regular credit and gratitude. People who work for Theory Y managers tend to feel appreciated and dignified and will generally have good drive and feel encouraged.

In essence, Theory Y managers treat their employees as human beings and in a positive manner with respect and dignity, and by allowing them to do their jobs without pressure seem to have a more productive team and