In Which Quadrant Do You lie??

Theory X and Theory Y developed by Douglas McGregor, a social psychologist, is still referred by many companies for managing and motivation of employees. He proposed that there are two approaches to management- Authoritative style (Theory X) and Participative style (Theory Y).

Manager proponents of Theory X assume that people working under them have the inherent characteristics of avoiding work and have little ambitions. They need to be pushed hard towards achieving objectives and managers resort to coercion whenever needed. Managers here do not believe in team building and lack on the humanitarian aspect when it comes to dealing with employees.

On the contrary proponents of Theory Y assume that people working under them are ambitious, self motivated and self control. They do not need constant supervision for completing any task. Managers here believe that when time comes employee will come forward and shoulder responsibility and so he gives them more freedom and individual space to work. More decentralization of decisions is a common aspect in this case.

These theory leads to 4 types of cases depending on the ambition and working interest of manager and employee. It has been shown clearly in the diagram below:

A corporate set up where both worker and manager are ambitious (Quadrant 3 in fig) will flourish the most and achieve great success. A set up where both of them are not goal oriented (Quadrant 1 in fig) will not add any value to the company and rather be a burden for it.

BUT what to do when an ambitious and enthusiastic person gets a theory X boss. How to manage his boss is an important thing to consider. In such a situation it is important you be more initiative and punctual about the deadlines of the work. Since such bosses are result oriented talk to them in terms of numbers and progress and avoid excuses. Avoid confrontation with him. Once your boss finds you self motivated and goal oriented, they will find lesser need to intervene and allow you to work in your own ways. But it is important especially in the initial stages and later too that you deliver more than you promise and show more commitment than his expectation. Once you gain his trust his modus operandi of management towards you will change. This will finally lead to you achieving more freedom and decentralised decisions.

Similarly in case where employees are lazy but boss proposes theory Y, the manager needs to ensure that his policy is actually bringing any changes in the employee and making them more responsible and then plan your future course. 

Thus analyse which quadrant you and your boss lie. Compare and weigh your options and act accordingly.........