Who is the winner X or Y?

In second class Dr. T. Prasad aka Dr. Mandi focused on theory X and theory Y managers. He again discussed a concept which is very relevant in today's organisations. This theory gives you a new way to classify the managers. 


Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s that have been used in human resource management, organizational behaviour, and organizational development.

THEORY X:

It is about taking a pessimistic view about employees and don’t trust them. It assumes that workers are inherently lazy and they dislike work. Theory X managers generally take an authoritarian stance with their employees and work better in control-oriented organizations. The Theory X manager tends to believe that everything must end in blaming someone.

                                                          Authoritarian Manager

THEORY Y: 

Theory Y managers generally have a positive set of beliefs about workers. They develop the climate of trust with employees. This would include managers communicating openly with subordinates, minimizing the difference between superior-subordinate relationships, creating a comfortable environment in which subordinates can develop and use their abilities.

                                                        Encouraging Manager

To understand this theory better please watch this video:

Now let’s consider following four statements and their implications-

1) The workers are lazy BUT the manager thinks that the workers are NOT lazy:

In this case the manager is a theory y manager. 

Example: when a person is not working hard but then also his manager supports him and thinks that his employee is good. this may lead to an increase in his self confidence and his efficiency may increase.

2) The workers are lazy and the manager thinks that the workers are lazy : 

The manager is a theory X manager.

Example: A teacher may think that the students are lazy and even if they are lazy they will  not improve. A good teacher will have confidence in them and help them to do right things.

3)The workers are NOT lazy and the manager thinks that the workers are NOT lazy :  

This is the case of a theory Y manager. 

Example: The manager thinks that the workers are not lazy and he has belief in them. The workers are also working efficiently and are not lazy. This is a very good situation for any company as both the manager and workers are working together for the benefit of the organisation as a whole.

4)The workers are NOT lazy and the manager thinks that the workers are lazy : 

This is the case of a theory X manager.

Example: The manager may not be able to judge the workers properly. He may think that they are lazy whereas the workers may be doing their work properly. In such a situation the workers do not get their due appreciation. They may feel cheated and their motivation level may decrease in the long run.

Implications of Theory X and Theory Y for an organization-

1) Quite a few organizations use Theory X today. Theory X encourages use of tight control and supervision. It implies that employees are reluctant to organizational changes. Thus, it does not encourage innovation.

2) Many organizations are using Theory Y techniques. Employees should be given opportunities to contribute to organizational well-being. Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization. 

With this I conclude on theory X and theory Y. Please comment and give your valuable feedback.