Theory X and Theory Y by Douglas McGregor (Difference,Work Motivation)


Theory X and Theory Y were given by Douglas McGregor in the 1950s. It is based on human work motivation and management. Here we have shared complete detail for a better understanding of this Theory X and Theory Y of motivation.

► What are McGregor’s Theory X and Theory Y?

According to Douglas McGregor, the assumptions of Theory X and Theory Y are as follows;

Theory X

According to Theory X, The assumption is that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.

Theory Y

According to Theory Y, The assumption is that employees like work, are creative, seek responsibility, and can exercise self-direction.

During the 1960s, social analyst Douglas McGregor created two differentiating speculations that clarified what supervisors’ convictions regarding what rouses their kin can mean for their administration style. He named those theories Theory X and Theory Y. These speculations keep on being significant even today.

Since our conduct will in general be reliable with our suppositions, endeavors to impact others frequently uncover a few signs, regularly unpretentious and not really observable or mindful, that those suspicions are. It’s essential to us that we challenge our suspicions much of the time.

Douglas McGregor communicated his perspectives on human instinct in two series of expectations. They are prevalently known as ‘Theory X’ and ‘Theory Y’.

Theory X represents the arrangement of conventional convictions held, while Theory-Y represents the arrangement of convictions in light of scientists in conduct science who are worried about present-day social perspectives on the man at work.

These two hypotheses address the outrageous scopes of presumptions. The administrative perspectives and administrative works on coming about because of such presumptions have a significant bearing on representatives’ conduct.

Must Read :7 Skills of HR Manager

► Difference between Theory X and Theory Y

Let’s discuss both aspects of this theory of work motivation known as Theory X and Theory Y of Douglas McGregor.

Theory X and Theory Y by Douglas McGregor (Work Motivation, Examples)

Theory X Assumptions are negative

  • Representatives innately detest work and, whenever the situation allows, will endeavor to stay away from it.
  • Since’ representatives hate work, they should be forced, controlled, or compromised with discipline.
  • Representatives will keep away from liabilities and look for formal courses whenever the situation allows.
  • Most specialists place security over any remaining variables and will show little aspiration.

Supervisors who acknowledge Theory X suppositions will generally construct, control and intently regulate their representatives. These chiefs believe that outside control is fitting for managing questionable, flippant, and youthful individuals.

Drawing vigorously on Maslow’s order of requirements, McGregor inferred that Theory X suppositions about the idea of man are for the most part incorrect and the administration rehearses that created from these presumptions will frequently neglect to rouse people to pursue hierarchical objectives.

The executives by bearing and control may not prevail as it is a problematic approach to inspiring individuals whose physiological and wellbeing needs are sensibly fulfilled and whose social, regard and self-realization needs are becoming transcendent.

Given the downsides of Theory X, McGregor fostered an elective hypothesis of human conduct called Theory-Y.

Theory Y Assumptions are positive

  • Representatives can see fill-in as being pretty much as normal as rest or play.
  • Individuals will practice self-bearing and poise assuming that they are focused on the targets.
  • The normal individual can figure out how to acknowledge, even look for, obligation.
  • The capacity to settle on creative choices is broadly scattered all through the populace.
  • Supervisors who acknowledge Theory Y suppositions about the idea of man don’t endeavor to design, control or intently regulate the representatives.

All things considered, these chiefs assist their workers with developing by exposing them to continuously less outer control and permitting them to accept increasingly more poise.

Representatives determine the fulfillment of social, regard, and self-completion needs inside this sort of climate.

Accordingly, Theory Y focuses on the foundation of a climate wherein workers can best accomplish their own objectives by counseling, partaking, and conveying themselves to the goals of the association. In this cycle, workers are relied upon to practice a huge level of inward inspiration.

Theory X expects that lower-request needs to overwhelm people. Theory Y accepts that higher-request needs to overwhelm people. McGregor himself held to the conviction that Theory Y presumptions were more legitimate than Theory X.

There is no proof to affirm that either series of expectations is substantial. Either Theory X or Theory Y presumptions might be fitting in a specific circumstance.

► Application of Theory X & Theory Y of Work Motivation

Business Implications for Workforce Motivation Theory.

  • Decentralization and Delegation: If firms decentralize control and lessen the number of levels of the board; directors will have more subordinates and thus will be compelled to appoint a few obligations and navigation.
  • Work amplification: Broadening the extent of a worker’s work mixes it up and chances to fulfill self-image needs.
  • Participative administration: Consulting representatives in the choices making process taps their imaginative limit and gives them some command over their workplace.
  • Execution examinations: Having the worker set targets and take part during the time spent assessing how well they were met.

Must Read :Levels of Management

Theory X-based societies will neglect to hold the best ability for the basic truth that information laborers can’t endure frameworks in light of order and control, micromanagement, and an administration style of the last century.

Therefore, HR should empower, along with everybody in an organization, another gander at individuals and their connections, taking on suppositions that are more suitable to the second and this new labor force.

HR endeavors should take on refreshed types of remuneration and motivating forces, adopt a more concerted strategy for the climate and for worker satisfaction, and plan cautiously each reason behind the representative’s excursion, including crucial points in time like agreement end.

The hierarchical culture is everybody’s liability, except HR should be the extraordinary driver and watchman of this new professional workplace’s qualities, standards, and suspicions that really focus on individuals.