McGregor's X and Y theory
McGregor developed two theories of human behavior at work: Theory X and theory Y.
He did not imply that workers would be one type or the other. Rather, he saw that two theories as two extremes-with a whole spectrum of possible behavior in-between.
Theory X workers could be described as follows:
-Individuals who dislike work and avoid it where possible
-Individuals who lack ambition, dislike responsibility and prefer to be led
-Individuals who desire security
The management implications for theory X workers were that, to achieve organisational objectives, a business would need to impose a management system of coercion, control and punishment.
Theory Y workers could be described as follows:
-Consider effort at work as just like rest or play
-Ordinary people who do not dislike work, and depending on conditions, work could be considered a source of satisfaction or punishment
-Individuals who seek responsibility (if they are motivated)
The management implications for theory Y workers, are that to achieve organisational objectives, rewards of varying kinds are likely to be the most popular motivator. The challenge for management with theory Y workers is to create a working environment (or culture) where workers can show and develop their creativity.
He did not imply that workers would be one type or the other. Rather, he saw that two theories as two extremes-with a whole spectrum of possible behavior in-between.
Theory X workers could be described as follows:
-Individuals who dislike work and avoid it where possible
-Individuals who lack ambition, dislike responsibility and prefer to be led
-Individuals who desire security
The management implications for theory X workers were that, to achieve organisational objectives, a business would need to impose a management system of coercion, control and punishment.
Theory Y workers could be described as follows:
-Consider effort at work as just like rest or play
-Ordinary people who do not dislike work, and depending on conditions, work could be considered a source of satisfaction or punishment
-Individuals who seek responsibility (if they are motivated)
The management implications for theory Y workers, are that to achieve organisational objectives, rewards of varying kinds are likely to be the most popular motivator. The challenge for management with theory Y workers is to create a working environment (or culture) where workers can show and develop their creativity.