![]() This style of management assumes that workers:Īvoid responsibility and need to be directed. Theory X Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management.Īccording to this view, management must actively intervene to get things done. ![]() ![]() Understanding the Theory X & Y Your management style is strongly influenced by your beliefs and assumptions about what motivates members of your team: If you believe that team members dislike work, you will tend towards an authoritarian style of management On the other hand, if you assume that employees take pride in doing a good job, you will tend to adopt a more participative style. By understanding how your assumptions about employees’ motivation can influence your management style, you can adapt your approach appropriately, and so manage people more effectively. The theories look at how a manager's perceptions of what motivates his or her team members affects the way he or she behaves. McGregor promoted Theory Y as the basis of good management practice, pioneering the argument that workers are not merely cogs in the company machinery, as Theory X-Type organizations seemed to believe. ![]() Social psychologist McGregor’s Theory-X and Theory-Y of MIT expounded two contrasting theories on human motivation and management in the 1960s: The X Theory and the Y Theory. This question of motivation has been studied by management theorists and social psychologists for decades, in attempts to identify successful approaches to management. ![]()
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