Douglas M. Mcgregor: Theory X and Theory Y :: Business

Mr. McGregor theorizes that management views an employee&8217s motivation toward work in two distinct ways&8212Theory X and Theory Y. Theory X managers believe the following (1) The average worker naturally does not same work and allow for avoid it whenever possible. (2) Managers must always control, motivate, and direct their employees to achieve well. (3) Most workers prefer being directed, avoid responsibility, and seek job security. On the other hand, Theory Y managers assume the following (1) Employees enjoy working. (2) Managers do not need to control and punish workers to accomplish organizational goals. (3) Workers will be committed to an organization if their work is satisfying. (4) Managers should &8220&8230arrange organizational conditions and methods of exploit so that people can achieve their own goals best by directing their own efforts toward organizational objectives (Kolb, et al., 1995, p. 62).The theory McGregor believes will best bucket along employee motiva tion toward accomplishing organizational goals is Theory Y. The goal of Theory Y is to offer employees ways to attain the higher levels of Maslow&8217s Hierarchy of Needs (esteem (ego) and self-actualization (-fulfillment)) so that the establishment may prosper. McGregor thinks that most organizations today already fulfill the abase involve of employees (physiological, safety, and love (social)) and therefore should concentrate on the higher needs of individuals.Therefore, McGregor says that management should try to develop a relationship based on two-way trust between management and employees.