Theory X and Theory Y

We all understand the difference between a good boss and a bad boss but the concept behind them being so is little known. I’m talking about the theories of human motivation developed by Douglas McGregor that emphasize the core of organizational behavior. What they’re actually based on is the perceptions managers hold of their employees and how they deal with it.

Let’s begin with the bad boss. Theory X says that such managers believe that their employees are sponger and lubber, i.e. they do not want to work unless forced upon. They believe in close supervision and a well-defined hierarchy. Such managers care to think that all employees are self-seeking and they’re here for the money and leisure and if given the opportunity, they’ll avoid doing any work for as long as possible. These managers practice threat and coercion to meet organizational goals and if their subordinates fail, the absolute blame is put upon them regardless of whatsoever may be the actual reason behind the loss.

Who doesn’t love a good boss? Theory Y managers choose to see the good in people. They’re of the opinion that his/her employees’ talents are underused. They believe that employees are here to do their best and earn respect and confidence, that they want to excel in their field. They feel that employees act responsibly on their own and are ambitious enough to commit themselves to the betterment of the organization. They communicate openly and break the ice between superiors and subordinates. They assume that given the right resources, time and opportunity, every employee can do a brilliant job.

Theoretically speaking, none of them is right or wrong, it’s all a game of views and opinions. The tags are from an employee’s point of view but if you’ve a theory X manager, know that it’s his/her perception and not the persona that drives such demeanor.

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