Applying Theory XY in Practice

Theory X and Theory Y
Oyewole, Babafemi, Cotonou
Theories are derivative of real life observations. These theories are no exception. Soft management styles are most appropriate to knowledge workers while hard management may be suitable to workers that exert physical energies in their work. Nonetheless, leadership and concern for staff welfare will have a significant effect on productivity.

Theory X & Y
Fred Vander Mijnsbrugge, Belgium
In my coaching sessions all over Europe, I experience that people really want to work hard in order to find a personal satisfaction and/or contribution to the society. As a Leader or CEO, we have to facilitate this objective and treat them as thé most precious resource so they can volunteer their highest efforts and energies and reach creative excitement towards their goals.

Theory X, Y & Z
Ullhas Pagey, India
Theory X , Y & Z were hotly debated in the early seventies and eighties. Since then times have changed and business environment has undergone a 360 degree change. In the context of the knowledge economy today, Theory X has lost its relevance, what may possibly work could be the synergies created out of Y and Z paradigms.

Theory vs Practice
sanjeev, india
I feel it’s a combination of both. For example the assumption that humans inherently dislike work and avoid it. Now what if the leader goes with this assumption. It requires that, he may motivate the workers to do so. OK what if the workers are actually Theory Y? Then it’s a win-win isn’t it?. So it depends on which perspective the leader is having... X or Y? If it is X then he has to wake up to the reality isn’t it? So let the leader / manager / administration / bureaucrats analyze their position on this theory. It’s a guideline for effectiveness, not effectiveness in itself. Theories are guidelines only. Do not take theories as a thumb rule or strategy, but as a guideline only.

Theory Vs Practice
Richard Opoku, Ghana
I think that the theory is good for situational leaders that understand their environment well and make good use of the theory. CEO's and leaders of today are supposed to be transformational in order to have a greater impact on their followers and to achieve the desired result. Being a transformational cuts across the facet of the organisation and carries all the staff along the vision of the leader rather than applying the situational type of management to issues. Leaders can be deceived into believing and applying the wrong style that might not yield the desired results. Knowledge of details is vital to every leader which will inform him/her about the style to use whether X or Y.

Cultural Aspects
Luis Cabral, Angola
Both theories are important styles of management. The use of them depends on several factors. The cultural aspect is to be considered. For instance, in most of Africa countries, Theory X produces better results than the Y. Responsibility is seen as a heavy weight to carry!

Theory X and Theory Y
Mr Philemon Maboe, South Africa
The assumptions in Theory X are unfortunately outdated for the type of competitive world we are living in today. I fully support the notion that this theory has lost its relevance. We need to complement the characterisdtics of Theory Y and Theory Z of Ouchi to have effective organisations. However this in turn must be complemented with real LEADERS who are geared to face complex challenges of today.

Theory X and Theory Y
Meera Ramjattan, Trinidad and Tobago
I agree with Luis Cabral (Angola). They are both important styles of mangement. I think Cabral 'hit the nail on the head' when he brought into the mix a most important variable called 'culture'. Most organizations see the cultural aspect as a subset of a dimension for managing their human resources. This I think is 'selling the organization short'. Although we hear the term globalization and global village being bandied about, one must always take into consideration that different societies are still in existence.

X and Y theory is controversial
Elshan, UK
Actually, X and Y theory is controversial. People which are not creative and lazy like to be oriented and directed and the only thing they are interested is the wages. In most small organizations we meet Y workers and they are satisfied with that. In the same time managers of such organizations are glad because it is easy to control Y workers.