Tuesday, May 03, 2005

McGregor's X and Y Theory: A Brief Critique

In his book “The Human Side of Enterprise” (1960), Douglas McGregor studied behavior patterns of individuals in the workplace, and formulated the X and Y theory.

Theory X:
Theory X suggests that individual's have an instilled dislike for work and try to avoid it. Thus, all workers dislike work, try to avoid work, are born inherently lazy, must be constantly dominated into doing a honest day’s work and only turn up to work to collect their pay. This means that employees must be controlled by threat in order to perform. Such an employee prefers to be directed, avoids responsibility, is explicit, and prefers security above all else.

Criticism: These assumptions of the Theory X employee may lead to various problems, such as a tough management (that believes in punishment and tight controls) and a soft management (who strives for harmony in the workplace, at the xepense of efficiency). It does not make allowance for employees who need a feeling of self-fulfillment. Theory X managers also expect employees to behave in an expected, predictable fashion.

Theory Y:
Theory Y assumes that employees basically like to work and view work as something rather natural; moreover the worker views this as a potentially enjoyable and positive experience. It propounds that there are ways to make individuals perform other than through control and punishment. If the employee is committed to the mission of the department s/he will become a self directed employee. Job satisfaction means commitment to the department and its mission. Under the proper conditions, the employee will learn and lead in to acceptance of responsibility. Many employees by the use of creativity, imagination and ingenuity, can solve problems - no matter how big or small.

Criticism: Theory Y may be hard to utilize where there are a large number of employees, but can be utilized on the departmental/divisional managers of an organization. This theory also effects the management of promotions, salaries, and development of effective managers.

Some of McGregor’s theories are unrealizable in practice, but the basic assumption can be adhered to, and put into operation.

More later...


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