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Douglas McGregor theory is also
known as Theory X and Theory Y. This
theory is based on relationship between
manager and employee which could be
vastly improved if the assumptions that
have developed about how people
behave at work were changed from
Theory X view to Theory Y view.
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ASSUMPTIONS Of
Theory Y
They all have potential to
develop within their current
roles and in many cased beyond.
They are able to take
responsibility for their work.
Their goal can be the same as
those of the organization.
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SYSTEMS OF THEORY Y
Responsibilities delegated to workers where
possible.
Job enlarged to encompass whole meaningful.
People empowered to make relevant decision with
their job remit.
Training and guidance directed towards aligning
personal goals with those of organization.
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ASSUMPTION OF
Theory X
This theory was based on specific assumptions
about contemporary workers:-
They were inherently lazy and avoided
effort wherever possible.
Their goals were contrary to those of
organization.
They resisted any change.
They were poor decision maker.
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SYSTEMS OF
THEORY X
Because of these assumption organization had to set
up system to motivate and manage worker such
as system included .
Minimal number of situation in which
worker had to make decision,
Extrinsic rewards mostly financial.
Very close supervision.
Tight discipline and strict correction of
performance to encourage conformance.
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CONCLUSION
McGregor felt that as along as
theory x was the predominant
theory of management there
could be no trust between
management and employee
and very little opportunity
for relationship between the
two parties to improve.
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