Theory X/Y of Leadership
Leadership theory is prevalent throughout our vocational world. What makes a great leader? Is it knowledge? Skill? The ability to teach? Charisma and followership? As one would expect, there are many varying definitions of good leadership. A leadership style often sets the tone and culture of a workplace. The expectations and goals set drive behaviors and, ultimately, results.Perhaps one of the more common leadership theories is Theory X/Y of leadership. Originally from Douglas McGregor in 1960, Theory X/Y divides leadership style into two distinct camps.Theory X
Theory X leadership is often referred to as old-fashioned. In his YouTube video series, Mike Clayton refers to Theory X as the “carrot on a stick” motivation style – we work because we want the reward that comes at the end, usually a paycheck or other extrinsic reward. As such, leaders who adopt Theory X tend to be cold, methodical, bottom-line focused, and autocratic or authoritarian in nature. In the early 20th century, Theory X, though not named as such, was probably the most common leadership style in the vocational world.Theory Y
In contrast to Theory X, Theory Y presumes that we work because we want to truly enjoy and feel empowered and sustained by the work we do. As Clayton puts it, we work because we have to, but if we must, we may as well feel good and have fun doing it – we are intrinsically motivated. Hence, Theory Y leaders much resemble some of the more modern practices we see in the working world today, such as Google with game rooms, and Facebook’s casual-themed campus. Theory Y asserts that if you create an engaging environment, workers will be motivated to do their best.So, which theory is better? It depends. Many may think the more casual and fun Theory Y would be a clear victor, but as in many cases, context matters. For example, work environments with strict safety or security protocols typically require a more Theory X-leaning leadership style – envision a military operation, or a nuclear power plant, for example. While Theory Y is typically associated with higher levels of satisfaction with work, as asserted by , there are environments in which Theory X produces better outcomes.The bigger question is, which theory should I use in my organization? This can be determined with a structured plan to gather insight from your employees to measure motivation, interweave organizational goals, and assess the impact of adopting a Theory X/Y framework. An organizational consultant is the perfect solution to help with this. It’s also important to note that Theory X/Y is just one of dozens, if not hundreds of leadership/motivational theories. A consultant can best help you assess your organization to choose the right theory for you.Have you worked for Theory X leaders? Theory Y? How did they make you feel? Were they effective leaders? Share your thoughts!Questions? Comments? Reach out
References
Clayton, M. (2020, February 13). Douglas McGregor - Theory X and Theory Y: Process of model of motivation [Video]. YouTube. https://www.youtube.com/watch?v=fS5iqEf1Azs%26t=407s Gürbüz, S., Şahin, F., & Köksal, O. (2014). Revisiting of theory x and y: A multilevel analysis of the effects of leaders’ managerial assumptions on followers’ attitudes. Management Decision, 52(10), 1888–1906. https://doi.org/10.1108/md-06-2013-0357McGregor, D. (1960). The human side of enterprise. McGraw-Hill.