According to Douglas McGregor, Theory X and Theory Y represent two extreme views about people. Theory X says that employees do not like to work and the employer needs a system of rewards and punishments to get the desired results. The author cited the theory says that the most appropriate number of subordinates, which can control supervisor, is about five. Each of these subordinates should be closely watched, and the supervisor must have his superior. This creates a hierarchical structure of employment in the organization. Theory Y, however, says that employees want to work and feel the satisfaction of a job well done. Business function, is completely different than the control theory of X. Instead, it aims to enable the proper performance of the task. Very easy to conclude that the structure of the organization consistent with that theory Y is more flat. Employees perform their tasks and communicate with his superiors in case of encountering the problem. Solutions in accordance with this theory provide significant time savings of workers who, instead of spending it on the control of others, wear it to perform tasks on a productive sense for the company. The theories presented by McGregor concern management styles of managers in the organization, despite the expectations of workers. Managers, hołdujący theory of X, show a greater propensity for autocratic leadership, which may encounter resistance of subordinates. Communication in the management style is a one-way, from managers to subordinates. Managers Y according to the theory, however, lean toward the democratic leadership, which can increase accountability and employee participation in the activity performed. Communication in the management style is a two-way, not only from managers to subordinates, but also the other way.
[ McGregor, D. (2006). The Human Side of Enterprise. McGraw-Hill, pages 1943-1982]
