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    Although Theory X management has largely fallen out of fashion in recent times, big organizations may find that adopting it is unavoidable due to the sheer number of people that they employ and the tight deadlines that they have to meet.

    Theory Y managers have an optimistic, positive opinion of their people, and they use a decentralized, participative management style.

    People have greater responsibility, and managers encourage them to develop their skills and suggest improvements.

    Appraisals are regular but, unlike in Theory X organizations, they are used to encourage open communication rather than control staff.

    Theory Y has become more popular among organizations. It's also viewed by McGregor as superior to Theory X, which, he says, reduces workers to "cogs in a machine," and likely demotivates people in the long term.

    Finding This Article Useful? You can learn another team management skills, like this, by joining the Mind Tools Club. Most managers will likely use a mixture of Theory X and Theory Y.

    You may, however, find that you naturally favor one over the other. You may use a Theory X style of management for new starters who will likely need a lot of guidance, or in a situation that requires you to take control such as a crisis.

    If you did, it would likely have a demotivating effect and may even damage your relationship with them. However, both theories have their challenges.

    The restrictive nature of Theory X, for instance, could cause people to become demotivated and non-cooperative if your approach is too strict.

    Conversely, if you adopt a Theory Y approach that gives people too much freedom, it may allow them to stray from their key objectives or lose focus.

    Less-motivated individuals may also take advantage of this more relaxed working environment by shirking their work.

    If this happens, you may need to take back some control to ensure that everyone meets their team and organizational goals. Circumstance can also affect your management style.

    Theory X, for instance, is generally more prevalent in larger organizations, or in teams where work can be repetitive and target-driven.

    In these cases, people are unlikely to find reward or fulfillment in their work, so a " carrot and stick " approach will tend to be more successful in motivating them than a Theory Y approach.

    In contrast, Theory Y tends to be favored by organizations that have a flatter structure, and where people at the lower levels are involved in decision making and have some responsibility.

    Your assumptions and how you assess your people's needs and wants will likely be the biggest influencers on your management style. However, it's important that you challenge your assumptions and review your team members' individual requirements regularly.

    This will allow you to adapt your approach appropriately. It describes two contrasting sets of assumptions that managers make about their people:.

    Though your assumptions about what motivates your people will likely have the biggest impact on which of these two approaches you take, your choice can also be shaped by several other factors.

    These include your organizational structure tiered or flat , the type of work that your people do repetitive or challenging , and their skill level amateur or experienced.

    This site teaches you the skills you need for a happy and successful career; and this is just one of many tools and resources that you'll find here at Mind Tools.

    Subscribe to our free newsletter , or join the Mind Tools Club and really supercharge your career! Mind Tools for Your Organization.

    View our Corporate Solutions. Online Training Online training can deliver a convenient and engaging learning experience. By the Mind Tools Content Team.

    What do you think motivates your people to come to work each morning? Get the Free Newsletter!

    Read our Privacy Policy. Warning Your assumptions and how you assess your people's needs and wants will likely be the biggest influencers on your management style.

    It describes two contrasting sets of assumptions that managers make about their people: Help Geo chop the shapes with his shape chopper in this clip from the series, Team Umizoomi.

    Bot from Umizoomi comes to life with simple items found at home and a bit of imagination! Once all games have been completed, every camper can take a photo with all their Nick Jr.

    Milli from Team Umizoomi looks good enough to eat in this pixel art made entirely out of sweets! Print and cut out these Team Umizoomi Halloween door hangers.

    Using the great outdoors, help Geo find all the different shapes he needs to build his hot air balloon. Watch Geo, Milli and Bot help their dragon friend return to the princess's castle in this clip from the series, Team Umizoomi!

    Print and cut out and colour in Milli from Team Umizoomi's pumpkin patterns. Help Team Umizoomi fill up the Aquarium with the correct sea creatures.

    It's springtime in Umi City! Print and cut out this activity to create your own puzzle based on the series, Team Umizoomi.

    Help Team Umizoomi rescue the purple monkey from the top of the building. Print out this spring Team Umizoomi activity and help the team jump over the lilypads to meet their frog friend.

    Print out this certificate based on the series, Team Umizoomi, when you have taken part in an Easter egg hunt.

    How many eggs did you find? Decorate the walls, goody bags and even clothes and treats with these Umi-riffic printable Party decorations!

    Simply print out this Team Umizoomi pack, cut out and enjoy. Let Team Umizoomi help style your party table! Print and add the name of your guests.

    Preschoolers will need to use their "Mighty Maths Powers" like shapes, counting, sorting, measuring, and patterns to help the team.

    The Nickelodeon websites use cookies and other technologies so that we can improve your experience on our sites.

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