The X and Y Manager

So what's X and Y?We all have heard about them as variables in Algebra or as types of Chromosomes in Biology.But here I would be referring to "McGregor's XY Theory".

Theory X and Theory Y was an idea devised by Douglas McGregor in his 1960 book “The Human Side of Enterprise”. It encapsulated a fundamental distinction between management styles and has formed the basis for much subsequent writing on the subject.

Theory X is an authoritarian style where the emphasis is on:

• Productivity
• Concepts of fair Day's work
• Rewards for performance
• Restriction of output

It reflects an underlying belief that management must counteract an inherent human tendency to avoid work.

Theory Y is a participative style which assumes that people would exercise self-direction and self-control in order to achieve the organization's objective.it is believed that employees would remain committed to their jobs and it's management's task to maximize that commitment.

Now lets try to understand the following statements:

1) Theory X Manager assume LAZY workers as LAZY and make them work
2) Theory X Manager assume NOT LAZY workers as LAZY and make them work
3) Theory Y Manager assume LAZY workers as NOT LAZY and make them work
4) Theory Y Manager assume NOT LAZY workers as NOT LAZY and make them work

1) Theory X Manager assume LAZY workers as LAZY and make them work

When LAZY workers are made to work by Theory X Managers,they use authoritarian ways to deal with them.Managers try to get work done by frightening the workers,workers work just for the sake of their job and to avoid getting fired.But in such a case,both the Worker and Management is at loss.In all,the whole organization suffers.

• There is lack of innovation and new ideas as work is seen as a burden by workers.
• Management gets more and more negative and hopeless towards the workers and their business.
• Lack of responsibility on workers side
• Workers stand against the management and risks the business.
• Instead of making the workers realize their wrong attitude,management makes them develop retaliative approach.

2) Theory X Managers assume NOT LAZY workers as LAZY and make them work

This case can have even more devastating consequences.Manager does not trust his worker,he is hopeless and pessimistic .His authoritarian approach and his lack of realization can lead to :

• Lack of innovation and new ideas:Though company has workers who can give great ideas,but they fear the management and do not participate in communication
• Waste of useful human resource
• Workers avoid taking roles and responsibilities just to be on the safe side.
• Stagnant business practices despite availability of resources
• Growing discomfort,dissatisfaction and insecurity among the workers.  
• Though performance based rewards are given,but the rewards won't bring personal satisfaction to the workers 

3) Theory Y Managers assume LAZY workers as NOT LAZY and make them work

Theory Y Managers are hopeful.They try to reward,motivate and support the workers.The implications of such management can be:

• Lazy workers get motivated and try to change their attitude towards work because the manger thinks the worker has potential to work and he tries tries to change his approach towards work.
• Lazy workers realize the values of the company
• Lazy workers realize their role and responsibilities in the company.They start communicating their ideas which are most welcomed by the management.
• Timely perks,appreciations boosts the morale of such workers and as time progresses they turn out to be efficient workers. 

4) Theory Y Managers assume NOT LAZY workers as NOT LAZY and make them work

The implications of such management are:

• Workers are given good roles and responsibilities and expected to deliver the same.
• As the management is hopeful about its workers,the  trust level developed between employee and worker is immense.
• Workers try to bring up their ideas and innovations on the common platform which are respected and discussed.
• Workers feel secure and comfortable.The personal satisfaction and monetary rewards make employees happy.
• Such practice develop Theory X principles in the workers itself and they practice the same when they reach top management.

I have come across managers of both the types:THEORY X as well as THEORY Y.Though both were able to deliver output,but in a long run THEORY Y managers turned out to be more successful for the business as well as the company.THEORY X managers would find it difficult to achieve results in modern organizations.

I have always shown characteristics of being a X Type Manager.I believe that 'Employee Comes First',Proper Guidance,Motivation,Accolades and Perks to keep them enthusiastic makes workplace a enjoyable place.It brings in innovation and new ideas,which are actually hear and if found good are also implemented. 

Go through the following video:

http://education-portal.com/academy/lesson/theory-x-theory-y-two-types-of-managers.html