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Douglas McGregor describes two different attitudes that employers have towards employees.
Theory X says that workers
<![if !supportLists]>· <![endif]>x are lazy and don't want to work
<![if !supportLists]>· <![endif]>x can't be trusted
<![if !supportLists]>· <![endif]>x have no initiative or ambition
<![if !supportLists]>· <![endif]>x must be watched all the time and forced to work
<![if !supportLists]>· <![endif]>x work only for money
Theory Y says that workers
<![if !supportLists]>· <![endif]>y like to work
<![if !supportLists]>· <![endif]>y want responsibility
<![if !supportLists]>· <![endif]>y can be trusted
<![if !supportLists]>· <![endif]>y will work hard for rewards, which are not only money
McGregor's believed that if bosses treated everyone as theory Y workers, employees will work harder and be more productive, because they are self-motivated. Theory Y believes employees want a say in the decision-making process. This is something that is becoming more common in today’s modern world. If employees are allowed to grow and develop their career, it should result in the business as a whole becoming more effective.
It may seem outdated, but Theory X is still practised by managers who like to retain their authority, and who make decisions then order workers what to do. Theory X assumes that employees will carry out their superior’s instructions. Firms and organisations who employ Theory X often have many internal disputes as employees need to be treated as individuals and human beings because they have needs which must be satisfied also.
Theory X style (authoritarian) is appropriate for factory supervisors or indeed army/police style hierarchies. X aims to control and direct employees.
Theory Y style is more suited in creative industries such as graphic designers, engineering, architects. Y offers more scope for freedom and expression.
