D. McGregor Theory X & Y

Background:

Douglas McGregor a Social psychologist from MIT, developed theories based on the contrasting understanding of human motivation and management in the 1960s. This was Known as Theory X and Y.

These theories  don't look at the actual motivations of employees, but look at how a manager's perception of what motivates their team members affects the way that they behaves. By having a clear understanding  of how your assumptions about employee motivation can influence your management style. It allows you to adapt your approach appropriately, and so be able to manage people more effectively in the work environment.

Theory X:

Autocratic Managers generally a doubt theory X management style.

Theory X management assumes that, employees are naturally unmotivated, and dislike work. Management which follows this belief generally adopt an autocratic style of management.

Theory X organisations tend to have a heavy top, as management feel the end to control every aspect of employees work. There is little if any delegation of authority from management as they view the employees to be lazy, this results in the organisation has a very centralized point of power.

McGregor recognized that X-Type workers are in fact usually the minority in any given work environment. But in mass organizations, such as large scale production environment, X Theory management may be required and can be unavoidable in some cases.

Theory X Assumptions:

Theory X management assumes the following about their employees:

1. Inherently lazy and dislike work, will do anything to get out of work.
2. Avoids roles of authority, and requires continuous surveillance at work.
3. Employees require negative motivation (This includes threats) to work and deliver on tasks.
4. Management view Intisment as the only way to achieve a productive outcome.

Theory Y:

The two types of management that adopt this theory are Democratic management, and laissez-faire.

Theory Y is a more decentralized form of management, Y-management view that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. In organisation where management adopts a Theory Y approach, there is more involvement of employees in decision making both at the task at hand and the direction of the company in the long run. This management style tends to be more widely applicable and used by management. In Y-Type organizations, people at lower levels of the organization are involved in decision making and have more responsibility.

Theory Y Assumptions:

1. Take responsibility, willing to take authority.
2. Self-motivated to fulfill the goals they are given.
3. Does not need much direction or guidance from management.
4. Consider working as a natural part of life, willing to solve work problems imaginatively.