Theory X and Theory Y are theories of human motivation created and developed by Douglas

McGregor
Theory X and Theory Y have to do with the perceptions managers hold on their employees, not the
way they generally behave. It is attitude not attributes.
Theory X of McGregor
In this theory, management assumes employees are inherently lazy and will avoid work if they can
and that they inherently dislike work. As a result of this, management believes that workers need to
be closely supervised and comprehensive systems of controls developed. A hierarchical structure is
needed with narrow span of control at each and every level. According to this theory, employees will
show little ambition without an enticing incentive program and will avoid responsibility whenever they
can. Theory X manager believes that his or her employees do not really want to work, that they
would rather avoid responsibility and that it is the manager's job to structure the work and energize
the employee
Theory Y
In this theory, management assumes employees may be ambitious and self-motivated and
exercise self-control. It is believed that employees enjoy their mental and physical work duties.
According to them work is as natural as play. They possess the ability for creative problem solving,
but their talents are underused in most organizations. Given the proper conditions, Theory Y
managers believe that employees will learn to seek out and accept responsibility and to exercise
self-control and self-direction in accomplishing objectives to which they are committed
Theory Y manager believes that, given the right conditions, most people will want to do well at work.
They believe that the satisfaction of doing a good job is a strong motivation. Many people interpret
Theory Y as a positive set of beliefs about workers.
McClelland's Human Motivation Theory
In the early 1940s, Abraham Maslow created his theory of needs
These characteristics are as follows:
Dominant
Motivator
Characteristics of This Person
Achievement
Has a strong need to set and accomplish challenging
goals.
Takes calculated risks to accomplish their goals.
Likes to receive regular feedback on their progress and
achievements.
Often likes to work alone.
Affiliation
Wants to belong to the group.
Dominant
Motivator
Characteristics of This Person
Wants to be liked, and will often go along with whatever
the rest of the group wants to do.
Favors collaboration over competition.
Doesn't like high risk or uncertainty.
Power
Wants to control and influence others.
Likes to win arguments.
Enjoys competition and winning.
Enjoys status and recognition.

Physiological needs
Physiological needs are the physical requirements for human survival. If these requirements are not
met, the human body cannot function properly and will ultimately fail. Physiological needs are
thought to be the most important; they should be met first.
Air, water, and food are metabolic requirements for survival in all animals, including humans.
Clothing and shelter provide necessary protection from the elements. While maintaining an adequate
birth rate shapes the intensity of the human sexual instinct, sexual competition may also shape said
instinct
Safety needs
With their physical needs relatively satisfied, the individual's safety needs take precedence and
dominate behavior.
Safety and Security needs include:
Personal security
Financial security
Health and well-being
Safety net against accidents/illness and their adverse impacts
Love and belonging
After physiological and safety needs are fulfilled, the third level of human needs is interpersonal and
involves feelings of belongingness. This need is especially strong in childhood and can override the
need for safety as witnessed in children who cling to abusive parents. Deficiencies within this level of
Maslow's hierarchy due to hospitalism,neglect, shunning, ostracism, etc. can impact the
individual's ability to form and maintain emotionally significant relationships in general, such as:
Friendship
Intimacy
Family
Esteem
All humans have a need to feel respected; this includes the need to have self-esteem and self-
respect. Esteem presents the typical human desire to be accepted and valued by others. People
often engage in a profession or hobby to gain recognition. These activities give the person a sense
of contribution or value. Low self-esteem or an inferiority complex may result from imbalances during
this level in the hierarchy. People with low self-esteem often need respect from others; they may feel
the need to seek fame or glory. However, fame or glory will not help the person to build their self-
esteem until they accept who they are internally. Psychological imbalances such as depression can
hinder the person from obtaining a higher level of self-esteem or self-respect.
Self-actualization
What a man can be, he must be."This quotation forms the basis of the perceived need for self-
actualization. This level of need refers to what a person's full potential is and the realization of that
potential. Maslow describes this level as the desire to accomplish everything that one can, to
become the most that one can be. Individuals may perceive or focus on this need very specifically.
For example, one individual may have the strong desire to become an ideal parent. In another, the
desire may be expressed athletically. For others, it may be expressed in paintings, pictures, or
inventions.
.
As previously mentioned, Maslow believed that to understand this level of need, the
person must not only achieve the previous needs, but master them.