Theory X and Theory Y on employee motivation helps organizations understand the changing dynamics of human behavior

1. Theories of Employee Motivation
Theory X and Theory Y

2. 2
Introduction to the Theories
Created and developed
by Douglas McGregor
(1960’s)
Used in Human
Resources,
Organization Behavior
Analysis and
Organisational
Development
Pertains to human
motivation
Describe two different
attitudes towards
workforce motivation

3. Theory X
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4. 4
What is Theory X?
• Pessimistic assumptions
• Impediment to employee morale & productivity
Assumptions of Theory X:
• Inherently Lazy and will avoid work
• Only interested in money
• In need of close supervision
Employees are:
• Have little ambition without incentive
programs
• Avoid responsibility
• Need to be driven through control systems
Employees:

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Manager adopting Theory X believes:
Everything ends in blame
In blaming without evaluating the situation
That it is the their job to structure the work and
energize the employee
In Authoritarian style based on the threat of
punishment

6. Theory Y
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7. 7
What is Theory Y?
• Positive assumptions
• More positive view of workers and the possibilities that create
enthusiasm
• Ambitious, self-motivated and anxious to
accept greater responsibility
Employees are:
• Exercise self-control, self-direction,
autonomy and empowerment
• Exercise creativity and become forward
looking
Employees:
Assumptions of Theory Y:

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Manager adopting Theory Y believes:
People want to do well at work
The employees are a pool of unused creativity
That the satisfaction of doing a job is in itself
motivating

9. Conclusion
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Conclusion:
• These theories help future generations understand the
changing dynamics of human behavior
• Represent two unrealistic extremes
• Rigidity questioned
• Guiding principles of management
• Mix will ensure a healthy blend of systems and the freedom to
perform at the work place is likely to motivate the employees
more

11. Blend of Practices
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Theory
X
Theory
Y
Motivation

12. Thank You
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