This question has two parts; be sure to answer both. First, contrast Theory X and Theory Y, explaining why both theories are important. Next, imagine that you manage a staff of six paralegals at a law firm. One of your employees, Claire, is usually a good worker, but lately her performance has been slipping. List two things you might say to Claire if you are a Theory X manager and two things you might say to Claire if you are a Theory Y manager.

Question

What will be an ideal response?

Answer 1

Theory X represents a pessimistic, negative view of workers. In this view, workers are considered to be irresponsible, to be resistant to change, to lack ambition, to hate work, and to want to be led rather than to lead. Theory Y represents the outlook of human relations proponents—an optimistic, positive view of workers. In this view, workers are considered to be capable of accepting responsibility, self-direction, and self-control and of being imaginative and creative. The principal contribution offered by the two theories is that they help managers understand how their beliefs affect their own behavior. For example, Theory X managers are more likely to micromanage, which leads to employee dissatisfaction because they believe employees are inherently lazy. Managers can be more effective by considering how their behavior is shaped by their expectations about human nature.

At the law firm as a Theory X manager of paralegals, you might say to Claire:

"Your performance has been less than stellar lately. If you don't get back to your usual standards, I am going to give you a written warning."

"Claire, lately you seem lazy and unmotivated. I need all my workers to bring their best to the job."

At the law firm as a Theory Y manager of paralegals, you might say to Claire:

"Claire, how is everything going lately? You don't seem like your usual happy self."

"Claire, you've always been so valuable to our group. Are you going through a rough patch? Is there anything I can do to help?"