If you give employees the freedom and trust to do their jobs. Which creates the image that employees are lazy and need to be directed. As a result, this will lead to passive behavior of the employee. If a manager gives them a sense of distrust, micromanages them, and punishes them for thinking. Employees respond to how they are managed. How is this possible? Theory X and Theory Y are opposites in their beliefs. In the introduction, we stated that both managers will probably be right about their people. Giving credits to the team in case of success.Giving the team I was in, the complete freedom to build a product.Some theory y examples of my personal life managers are: If the job is rewarding and satisfying people will be loyal and do their best to do their jobs. As a result, employees won’t need close supervision to create a quality product. Managers that believe in Theory Y believe that employees are internally motivated to work, like to be challenged, and can self-direct & self-control. Theory Y leadership is the opposite of Theory X. How a Theory X manager sees his employees if he is not there Theory Y leadership A manager stated: “ I know you started work 30 minutes earlier today, but if you clock out 5 minutes earlier to catch your train I will write you up for absence“.Even if a process is flawed, follow it.Every two weeks I waited (paid) around an hour for someone else to open the office. I was could not open the office, due to security rules.For instance, some theory X examples are: They mostly go back to my time as a student and doing part-time jobs. I have several personal experiences with this type of manager. As a result, employees will have no ambition, avoid responsibility, and resist change. Managers with this style usually need close supervision of their employees and have a dictatorial style. The employees cannot be trusted to work on their own and will get no responsibilities. As a result, the employee must be persuaded or warned with punishment to effectively work. Managers that believe in theory X leadership believe that employees are unmotivated to work. While Theory Y is a participative style and has an optimistic outlook. Theory X is an authoritative style and has a negative outlook. McGregor states that there are two styles of management on how to motivate your employees. This book contained Theory X and theory Y. Theory X and Theory Yĭouglas McGregor wrote the book “The human side of Enterprise” in 1960. How is this possible? Let’s take a look at McGregor’s theory x and theory Y. What do managers X and Y have in common? They will both probably be right about their people. On the other hand, manager Y believes his employees are motivated by pride and want to do the best job possible. Manager X thinks his employees are lazy and work only to get money. There are two managers in a company that have a different view of their employees.
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