Abstract:
It has been a fact that sustainability and employee turnover in corporations
rely heavily on the different styles of management practiced at given compa nies nowadays. This paper addresses both theories X and Y of Mc Gregor in
economic crisis, where X is the one that might get the poor results focusing
on instrumental, physiological values comparing to theory Y where managers
are effective leaders with better performance and terminal values promoting
self-esteem and actualities. The purpose of this paper is to analyze both theo ries and determine the effective way to reach the ultimate results. Mc Gregor’s
philosophy insists on two fundamental approaches to manage people while
combining additional factors other than human nature such as the human
relations can play a positive role for effective change. This paper combines a
realistic management style to the traditional known autocratic (X) and dem ocratic (Y) styles during economic crisis. Theory X and Y are two different
management styles with certain philosophy interpreted by each style manag er. They both look at ways and means on how to motivate employees and
therefore have a feel of characters of their workers. Each theory tackles its
philosophy from its end, for example, theory X believes pushing employees to
work by having punishment and rewards can actually be a motivational fac tor, while theory Y promotes the self-management, self-esteem, management
by objective leading to intrinsic and extrinsic rewards
