Douglas M. Mcgregor: Theory X and Theory Y :: Business

Mr. McGregor theorizes that management views an employee&8217s motivation toward attain in two distinct ways&8212 possible action X and possibility Y. Theory X managers believe the chase (1) The average worker of course does not like work and give avoid it whenever possible. (2) Managers must always control, motivate, and direct their employees to perform well. (3) Most workers prefer being directed, avoid responsibility, and undertake job security. On the other hand, Theory Y managers assume the following (1) Employees enjoy working. (2) Managers do not need to control and punish workers to make organizational goals. (3) Workers will be committed to an organization if their work is satisfying. (4) Managers should &8220&8230 grade organizational conditions and methods of operation so that people can achieve their sustain goals best by directing their own efforts toward organizational objectives (Kolb, et al., 1995, p. 62).The theory McGregor believes will best stimulate empl oyee motivation toward accomplishing organizational goals is Theory Y. The goal of Theory Y is to provide employees ways to attain the higher levels of Maslow&8217s power structure of Needs (esteem (ego) and self-actualization (-fulfillment)) so that the establishment may prosper. McGregor thinks that most organizations today already fulfill the lower needs of employees (physiological, safety, and love (social)) and therefore should concentrate on the higher needs of individuals.Therefore, McGregor says that management should try to develop a family relationship based on two-way trust between management and employees.