'Y' Theory of Management

 This was presented by Douglas McGregor.

Douglas McGregor

    Theory Y managers have an optimistic, positive opinion of their people, and they use a decentralized, participative management style. This encourages a more collaborative, trust-based relationship between managers and their team members. [1]

This style of management assumes that workers are:

  • The average human being does not inherently dislike work
  • Self-control and self-direction are perhaps more powerful means than external control and the threat of punishment for bringing about better results.
  • Self-actualization is the highest level need of the worker
  • The average human being works under proper conditions not only to accept but also to seek responsibility
  • The capacity to exercise a relatively high degree of imagination and creativity in the solution of organizational problems is wisely distributed in the management personnel parts.           
        It's also viewed by McGregor as superior to Theory X, which he says, reduces workers to "cogs in machine", and likely demotivates people in the long term. [1]
    
        Although Theory Y encompasses creativity and discussion, it does have limitations. While there is a more personal and individualistic feel, this leaves room for error in terms of consistency and uniformity. The workplace lacks unvarying rules and practices, which could potentially be detrimental to the quality standards of the product and strict guidelines of a given company. [2]





https://www.mindtools.com/pages/article/newLDR_74.htm
https://en.wikipedia.org/wiki/Theory_X_and_Theory_Y

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