McGregor’s Theory X and Y of Motivation

 

McGregor's X and Y Theory remains a strong foundation from which to construct positive management styles and practices (Saif et al ,2012). Although more recent studies have questioned the model's rigidity, McGregor's XY Theory continues to be a solid framework for developing effective management styles and practices.

According to McGregor's theories, there are basically two ways to manage people, theory X and Y. (Chukwuma, E. and Okafor, O., 2014) Many managers tend to lean toward Theory X and typically provide unsatisfactory outcomes, whilst wise managers use Theory Y, which leads in greater performance and outcomes (Arslan and Staub, 2013). Ultimately, it enables personal growth and development of the organization.

Theory X members are intrinsically lazy and unmotivated, and will avoid doing work if any opportunity, whereas Theory Y members are highly active and motivated and achieving organizational objectives (Saif et al ,2012).

Theory X	Theory Y
Human being basically dislikes to	Most human beings find work as
Work and avoid it whenever possible.	National as play or rest and develop an attitude towards work based on their experience with it.
Because most people dislike working, they have to be closely supervised threatened with punishment to reach objectives. Most people have little creativity. They are not capable of solving problems. Rather they must be directed.	People do not need to be threatened with punishment; they will work voluntarily towards organizational objectives to which they are committed.

Table 1: Assumption about workers according to theory X and Y (Chukwuma, E. and Okafor, O., 2014)

Thus, Theory X presents a pessimistic view of employees’ nature and behavior at work, while Theory Y presents an optimistic view of the employees’ nature and behavior at work. (Arslan and Staub, 2013)

The core tenet of theories X and Y is that a manager's management philosophy affects the type of workplace culture they want to foster and, ultimately, how they treat employees. (Chukwuma, E. and Okafor, O., 2014)

Video 3: Motivating People Using Theory X and Theory Y

Source: (MindToolsVideos, 2017)

Reference List

Arslan, A. and Staub, S., 2013. Theory X and Theory Y Type Leadership Behavior and its Impact on Organizational Performance: Small Business Owners in the Şishane Lighting and Chandelier District. Procedia - Social and Behavioral Sciences, Vol.75, pp.102-111.

Chukwuma, E. and Okafor, O., 2014. Effect of Motivation on Employee Productivity: A Study of Manufacturing Companies in Nnewi. International Journal of Managerial Studies and Research, [online] Vol.2, No.7, pp.137-147. Available at: <https://www.arcjournals.org/pdfs/ijmsr/v2-i7/14.pdf> [Accessed 30 July 2022].

MindToolsVideos, 2017. Motivating People Using Theory X and Theory Y. [video] Available at: <https://www.youtube.com/watch?v=zjvWicDVv_Y> [Accessed 28 August 2022].

Saif, S.K., Nawaz, A., Jan, F.A., & Khan, M.I. 2012. Synthesizing the theories of job-satisfaction across the cultural/attitudinal dementions. Interdisciplinary journal of contemporary research in business, [online] Vol.3, No.9, pp.1382-1396. Available at: <http://journal-archieves14.webs.com/1382-1396.pdf> [Accessed 7 August 2022].