McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten.
McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.
McGregor's ideas significantly relate to modern understanding of the Psychological Contract, which provides many ways to appreciate the unhelpful nature of X-Theory leadership, and the useful constructive beneficial nature of Y-Theory leadership.
theory x ('authoritarian management' style)example of theory X is the toyota company example of theory Y is Google company Ashraf
Douglas MacGregor developed the XY theory, based on human motivation. X pertains to authoritive personality, while Y addresses participative management.
Theory X and Theory Y are two contrasting management theories proposed by Douglas McGregor in the 1960s. Theory X assumes that employees are inherently lazy and need to be closely controlled and directed. Theory Y, on the other hand, assumes that employees are self-motivated and can be trusted to take initiative and responsibility in their work.
I*I = x*x + y*y + z*z - t*t
x= people are lazy and must be motivated and closely supervised Y= people want to do a good job, try to avoid doing things thad kill that motivation. A theory X manager with theory Y subordinates will soon beat the motivation out of them, thus proving to himself that he was right all along. A theory Y manager will eventually figure out that a theory X subordinate thinks all people are lazy because that subordinate is lazy himself. Thus, teams are best structured with all X of all Y types. The Y teams will consistently outperform the X teams.
x assumes employees are unmotivated etc and have to be handled with severity like prison inmates Y assumes employees want to be productive, helpful and creative and can be managed to maximize these efforts. A theory X manager will soon beat the motivation out of a theory Y worker, thus proving to himself that X was right all along. A theory Y manager will eventually figure out that a theory X worker believes people are unmotivated because the worker himself is unmotivated. Thus, it is better for work teams to be all X or all Y. Given that, the Y teams will out produce the X teams.
Not sure what you are asking? Do you mean x+xy+y or x+y=y+x or x+xy=y Please let us know and we will answer the question.
One criticism of McGregor's Theory X is that it creates diseconomies of scale in large applications. One criticism of McGregor's Theory Y is that it may not be possible for the superior-subordinate relationship to flower organically.
The distributive property of multiplication over addition states that for three numbers, X, Y and Z, X*(Y + Z) = X*Y + X*Z
The McGregor's theory x implies that workers need close supervision because they are not self motivated by nature. The theory y implies that there is no need for close supervision because employees can generally motivate themselves to meet targets.
A function has an input and an ouput. Each input can only have one output. Examples of functions: x = y y = x2 y = cos(x) where y is the output and x is the input.
x+y=3