Theory X and Theory Y

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Self Development with Theory X and Theory Y

You do not have to be a boffin to apply Theory X and Theory Y.

When you embrace the idea of self development where do you start?

This page will give you some ideas.

Many factors affect your career progression and work performance.

They include:

  • How you are managed
  • The organisational structure at your workplace and workplace management
  • The job resources you can draw upon
  • Your own strengths and weaknesses
(See below for more information of the Theory X and Y model of motivation and how they might affect the above.)

Each of these factors is important and should not be ignored when planning your self development. However, a clear understanding of your strengths and weaknesses is probably the most vital ingredient to consider when assessing your work performance. To better understand your strengths and weaknesses you need to examine:

  • Your knowledge
  • The skills you can apply
  • The behaviour in the workplace that you prefer to demonstrate. Note that the behaviour in the workplace that you exhibit is not always the most appropriate or effective
Research suggests that changing inappropriate/ineffective work behaviour is probably the most important factor in determining your work performance and career progression.

Research also suggests that behaviour patterns tend not to change unless a number of conditions are met i.e.

  • You are aware of the work behaviour that you prefer to demonstrate
  • You have a strong desire to change some of these patterns of work behaviour
  • You identify and learn some new patterns of work behaviour
  • People around you help to reinforce the new behaviours, so they become part of how you do things
Your own behavior in the workplace has a much greater influence on everyone else than you may have ever understood, and it is this that can often induce others to behave as they do and perceive you as they do.

In the 1960's Douglas McGregor developed the Theory X and Y theories of motivation at the MIT Sloan School of Management. Basically a Theory Y manager believes that, given the right conditions, most people will want to do well at the workplace. They believe that the satisfaction of doing a good job is a strong motivation and will try to help their employees realise their potential. Basically McGregor simply argues for managers to be open to a more positive view of workers and the possibilities that this creates.

On the other hand the Theory X manager assumes employees are inherently lazy and will avoid work if they can. Because of this, employees need to be closely supervised and monitored. A hierarchical structure is needed with control at each level.

If we just look at the Theory Y side of the Theory X and Y model then how does your work behaviour match up?

People by nature generally:

  • Work hard to achieve objectives when they are committed
  • Tend to assume responsibility to achieve their objectives when committed
  • Are capable of managing and directing their own efforts and making their own decisions about their work
  • Want their company to succeed
  • Do not disappoint if they trusted and depended on
  • Need the resources, support, help and encouragement
  • Are motivated at work by interesting and challenging tasks
  • Are able to change and develop
Now be honest. What is your behaviour in the workplace like? How does it match up to the above?

In the article Emotional Intelligence you can read more about why your soft skills are important and how you can become more aware of these skills.

As a start why not read further - Books on work behaviour

Theory X and Theory Y - Has it helped?