Theory X and Y Managers

Theory X managers

These managers believe that most of the people are self-centered and are indifferent to the needs of the organization they work for. They (usually the team) lack ambition and have very little creativity and problem-solving capacity. As a result, they dislike their work and will try to avoid it. They will also avoid taking responsibility and initiative. There is one word to describe Theory X managers: distrust. They distrust their employees. These managers, therefore, tend to be authoritarian. 

Theory Y managers

As opposed to Theory X managers, Theory Y managers trust their employees. They believe that most of the people are high performers in a proper work environment. This is because most of the people are creative and committed to meeting the needs of the organization they work for. Theory Y managers also believe that most people like to take responsibility and initiative and are self-disciplined. These managers tend to provide more freedom and opportunity for career growth.

Both these approaches are two extremes and as human beings, we would be somewhere in between. However the intention is to be closer to Theory Y in real life.

Suppose a manager finds an employee wiling his time in a work station. Instead of reprimanding the person, the manager needs to act as a guardian and have strong conviction that the employee is productive. The manager needs to stand by such employees and believe that they are better than the way they have been acting.

In spite of having the full knowledge about the undesirable behaviour of its employees the management needs to treat them as family.

The idea is to build a congenial and trustworthy environment by acting in that way. As an example, consider a scenario in which you were spotted by your father doing something unwanted, but instead of scolding he ignored and went about being proud of his child. Such an instance shames the person into doing what is right. Theory Y is thus desirable as it intends to change the employees’ outlook into being productive.
 

 Different Management Scenarios:

 

Scenario 1: The Employee is lazy and Manager thinks that the employee is lazy.

Scenario 2: The Employee is not lazy but Manager thinks that the employee is lazy.

Scenario 3: The Employee is lazy and Manager thinks that the employee is not lazy.

Scenario 4: The Employee is not lazy and Manager thinks that the employee is not lazy.

                       

So the Most Idle Scenario is the last one where effective work will be done with efficiency and full dedication from employees because there will be a Strong, good relationship between managers and employees.