theory x and theory y in hrm

8/6/2019 Theory X and Theory Y in HRM

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` Theory X and Theory Y have been propounded

by Douglas McGregor who was an American

social psychologist. He presented his theory in his

1960 book, µThe Human Side of Enterprise¶.




` The Theories X ± Y are used extensively in

management and motivation. The theory has been

used by management to formulate and develop

motivation and positive management styles,strategies and techniques. It remains central to the

organizational development and in improving

organizational culture.




` Theory X assumes autocratic management. The

theory says that managers under Theory X

assume that most people are naturally lazy and

need to be controlled and supervised. They thinkthat people need to be motivated all the time. One

of the notions that Theory X managers have

toward their people is that they are not very smart

and they need good encouragement to do goodwork.




` The managers lack tolerance. They are very

intolerant in nature.

` Most of the theory X managers distances

themselves from workers. They do not have muchof an attachment to with their employees.




` Theory X managers issue threats and warnings to

make people follow their instructions.

` They do not participate in the process of team

building.` They are unconcerned about the welfare or

morale of the employees.




` They are one-way communicators and poor

listeners.

` They withhold rewards and suppress pay and

remuneration levels.




` They are poor at delegating responsibilities and

think giving orders is delegating responsibility.

` They hold on to responsibility but shift

accountability to subordinates.




` Some of the characteristics of Theory Y managers

can be seen. Theory Y managers are quite

opposite to that of Theory X.

` Even Theory Y managers are results-oriented,after all, but they are also concerned with not just

the completion of work, but they assist their

subordinates in doing things.




` Theory Y managers are very tolerant in nature.

They tolerant mistakes and try to rectify them by

explaining what should not be done and what

needs to be done.` Theory Y managers do not distance out from their

employees. They think it is all one team including

oneself and move along providing motivation and

encouragement to the team.




` They do not threat employees for non-compliance.

Instead, they explain them about the norms and

compliance issues and make them realize that

instructions are for the betterment of work.




` They actively participate in the team building

process and make sure that every employee in the

team is more than a better performer.

` They are very much concerned about the welfareand morale of employees. They try to know the

grievances of their employees, if any and try to

solve them, if possible.




` They are good communicators and good listeners

and take suggestions and constructive criticism

seriously.

` They do not withhold any rewards andcompensations to threat the employees. They also

praise their employees for their good work.




` They are very good at delegating responsibilities.

They not only give orders but also give directions

and suggestions to complete the work.

` They hold on to responsibility and alsoaccountability to themselves.




` These are the fundamental differences in the

views of Theory X and Theory Y. The theories are

used extensively in the management school of

thought for the betterment of work, productivityand organizational culture in the long run.




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theory x and theory y in hrm

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