Mcgregor theory x and y leadership4/29/2023 ![]() ![]() I would prefer to be evaluated based on production rather than how well I fill out software programs. “I dislike the micromanagement from my management team. The result is that employees act the way they are expected to act and become the kind of worker that their manager expects them to be.Īn anonymous comment from a recent employee engagement survey we conducted for one of our clients describes the impact of a Theory X management style: ![]() The manager’s beliefs influenced his or her approach which, in turn, influenced the employee’s beliefs. Now, while we’ve learned a good deal about motivation since McGregor’s theory came out back in the 60s, the basic premise still holds true. ![]() Those that worked for a Theory X manager tended to need more supervision, while those who worked for a Theory Y manager were motivated by the work and their love of the job. Research on McGregor’s theory produced some interesting findings on how employee perceptions are influenced by the management style of their leadership, based on their manager’s belief in either theory. Theory Y is the opposite: employees are motivated by the work itself, finding autonomy, meaning, and gaining a sense of accomplishment from the work. ![]() Theory X is the belief that employees are motivated by pay and they need supervision to make sure they get their work done. In his book, The Human Side of Enterprise published in 1960, MIT business professor, Douglas McGregor, proposed two schools of thought on employee motivation. ![]()
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