THEORY X AND THEORY Y - THEORIES OF MOTIVATION

Theory X and Theory Y are theories of motivation formulated by Douglas Mc Gregor.  McGregor propose two contrasting sets of assumptions with which managers may view their subordinates. The factors include employee attitude toward work, management view of direction, employee view of direction and management style.

Comparison of Theory X and Theory Y
Theory X managers perceive that employees i) dislike work and will avoid it if at all possible ii) must be directed, coerced, controlled or threatened to get them to put in effort iii) avoid responsibility, and iv) requires authoritarian style of management. Theory X managers are often seen as authoritarian, preferring to tell subordinates what to do and how to do it.

Theory Y managers perceive that employees i) enjoy work and will actively seek it ii) self-motivated and self-directed iv) seek responsibility and wish to use their creativity, imagination and ingenuity in performing their jobs v) requires participatory style of management.  Theory Y managers are often uses participatory style of managing, preferring to consult with subordinates, asking their opinions and encourage them to take part in decision making.

Managers need to shift their employee attitude and attention from Theory X behavior to Theory Y behavior in order to achieve the desired organizational goals.

Managers can also motivate their employees with Theory X behavior by telling them in detail about what and how to do the work and always monitoring them. For Theory Y behavior, the manager can motivate them by giving rewards or promotions to enhance their work performance. Delegation and empowerment can boost their motivation level to work more efficiently.