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Essay / Research Paper Abstract
This 5 page paper examines theory x and theory y introduced by Douglas McGregor. Examples are provided and how McGregor's theories are incorporated into management today is discussed as well. Bibliography lists 4 sources.
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5 pages (~225 words per page)
File: RG13_SA937xy.rtf
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afraid of the boss, and another where employees are free and where they have a great deal of choices. The latter is associated with Theory Y. Douglas McGregors Theory X
and Theory Y regarding employee motivation is well known. For McGregor, the power in the company is solely with management, and that management believed that all workers were lazy (McEwan
& Wills, 2007). That is, not all managers view their underlings as lazy, but in general, management practice assumes that employees are not motivated and need to be led. Their
work would need to be micromanaged or it would not get done. McGregor called such notions Theory X (McEwan & Wills, 2007). Simply, Theory X was the prevailing thought on
management for quite some time. Theory Y, on the other hand, presumes that workers do want to grow in their positions. They do want responsibility and can live up
to expectations. McEwan & Wills (2007) explain: "Managements priorities in Theory Y are to develop worker potential, remove obstacles, create opportunities for worker growth, and provide guidance, rather than control
direction, for the worker" (p. 359). Basically, Theory Y concludes that Theory X is wrong, and that workers are capable of doing good work and directing their own tasks. Theory
Y presumes that workers should have more autonomy while Theory X sees the manager as necessary to tell the employee exactly what to do. Theory X managers do not allow
the employee any discretion. Bolman & Deal (1997) explain that McGregor would build on Maslows theory through the addition of the idea that managers assumptions regarding people become self-fulfilling prophecies.
In real life, it seems that many managers lie somewhere in the middle between the two extremes. Also, corporations have embraced the typology, favoring Theory Y and throwing out Theory
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