Theory Y seems more appropriate for today's businesses. Today's educated workforce may find this suffocating and it may not be the best way of getting the best out of people. It has echoes of command and control which are typical within hierarchical organisations. In times gone by we can imagine that Theory X was seen as the most appropriate management style. The leadership style should be one that fits the conditions. McGregor saw theory X and theory Y as potentially appropriate in any company. Theory Y results in a more positive working environment. The employee is seen on a more personal level and having a more democratic interrelationship with their manager. However, there is another theory of management and that is employees can be motivated by wanting to do a good job, better themselves, take responsibility for the work, and do so without close supervision. For example, if a workplace has an assembly line and employees do a specific job on the line, then Theory X would allow the company to mass produce goods in greater quantity and with a higher quality of work. They both see human behaviour and motivation as the main priority in maximizing success in the workplace. McGregor’s Theory X and Theory Y and Maslow’s Hierarchy of Needs and Wants are both theories of motivation. He wasn't necessarily against the Theory X management style, he simply thought it was best used in certain types of work. Generally, managers who believe in Theory Y, tend to have a democratic leadership style. As a result, managers use the carrot and stick approach rewarding positive outcomes and punishing failures. Douglas McGregor argued that many managers assume workers have little ambition, are lazy, and seek to avoid responsibility.
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