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Pros and Cons of Theory Y

The assumption of theory Y is a management style in the workplace introduced by McGregor. It is one of the theories of motivation on what motivates employees in the workplace. Many organizations emphasize the use of this type of style to empower workers.

The theory operates on the premise that employees are highly motivated that they can seek responsibilities and can perform up to expectation when clear goals and direction are given to them.



1. More optimistic: Theory Y shows the optimistic nature of the employees in the workplace. The workers are committed to the objectives of the company and exercise self-control and self-direction to achieve them.

2. Love for work: In this theory, employees love their work and consider it as natural as play and rest. The work is a source of satisfaction and they are ready to do everything to ensure they succeed with their responsibilities.

3. Innovation: In this form of management style, employees are very innovative and creative. They can exercise a high degree of imagination and come up with new ideas on how to perform well and increase the productivity of the company.

4. Flexible: The employees have creative flexibility in the workplace and they don’t need to be told what to do. They require little supervision. Managers can delegate tasks and leave the employees to carry the task on their own.

5. Seek responsibility: These employees not only do well in the allocated duties under a proper condition, but they seek more responsibilities in the workplace.

6. Productive: Given good working conditions, motivation, and clear set goals and direction, the employees can increase their performance and the productivity of the company.

7. Participative management: In this style of management, employees can participate in management. The managers motivate employees by giving them value to their input and allowing them to participate in decision-making.

8. A sense of ownership: Employees feel a great sense of ownership when given the authority to make decisions in the company. The managers have complete trust in them to delegate decision-making processes to them.

9. Better customer services: In this style of management, employees are highly motivated and can handle customer complaints with ease. The customers are able to get immediate responses to any problems they have.

10. Managers can focus on core business strategy: Since there is less supervision needed, the managers can delegate some responsibility to workers and focus on other strategic goals of the company.



1. Over-generalize: This management style tend to over-simplify and over-generalize human beings to be one way or the other. No employee can either fit in theory x or theory Y.

2. Lazy managers: Managers can delegate all their work to the employees and relax in the office.

3. Motivation from the job: This theory operates on the assumption that the job itself is the motivation which is not the case. The management should motivate people to work.

4. Restrictions on theory Y: Those who follow theory Y always have to behave in a very directive and controlled manner.

5. Only beliefs: Theory Y it’s only a belief about people, work, and responsibility and this can be far from reality.

6. Lack of time management skills: Some of the employees lack time management skills that will allow them to have the freedom to do the work on their own. Without proper planning, they may end up with missed deadlines.

7. Self-motivation: Certain employees are not self-motivated and require a lot of motivation and empowerment from the employer for them to be able to utilize their capabilities.

8. Stealing the company’s time: Less supervision to workers and too much trust in them may make them waste the company’s time doing activities that only benefit themselves.

9. Invest more in empowerment: Salary and good working conditions alone cannot motivate the workers and make them prosper. The company has to go the extra mile and invest more in motivational and empowerment programs.

10. Right environment for all: The theory operates on the premise that by creating the right environment and support, workers will perform well. Each worker is different and creating an environment that fits all is impossible.

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