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• Widely popular among practicing managers probably because it’s easy to under-
stand and intuitive. 7

• No empirical support provided for theory; other studies could not validate it. 8

2 McGregor’s Theory X and Theory Y

• Based on two assumptions about human nature. 9

◾ Theory X: a negative view of people that assumes workers have little ambition, dislike
work, want to avoid responsibility, and need to be closely controlled to work effectively.

◾ Theory Y: a positive view that assumes employees enjoy work, seek out and accept
responsibility, and exercise self-direction.
• To maximize employee motivation,

use Theory Y practices—allow
employees to participate in decisions,

create responsible and challenging jobs,
and encourage good group relations.

• No evidence to confirm either set of Marek/Fotolia

assumptions or that being a Theory Y
manager is the only way to motivate employees.

3 Herzberg’s Two-factor Theory

• frederick Herzberg’s two-factor theory (also called motivation-hygiene
theory)—intrinsic factors are related to job satisfaction, while extrinsic factors
are associated with job dissatisfaction. 10

◾ Popular theory from the 1960s to the early 1980s.
◾ Criticized for being too simplistic.

◾ Influenced today’s approach to job design. (See From Past to Present box on p. 360.)

theory X theory Y two-factor theory
The assumption that employees dislike work, are lazy, The assumption that employees are creative, enjoy work, Herzberg’s motivation theory, which proposes that intrinsic factors
avoid responsibility, and must be coerced to work seek responsibility, and can exercise self-direction are related to job satisfaction and motivation, whereas extrinsic
factors are associated with job dissatisfaction

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