<Table> <Tr> <Td> </Td> <Td> This article needs additional citations for verification . Please help improve this article by adding citations to reliable sources . Unsourced material may be challenged and removed . (October 2015) (Learn how and when to remove this template message) </Td> </Tr> </Table> <Tr> <Td> </Td> <Td> This article needs additional citations for verification . Please help improve this article by adding citations to reliable sources . Unsourced material may be challenged and removed . (October 2015) (Learn how and when to remove this template message) </Td> </Tr> <P> Theory X and Theory Y are theories of human motivation and management . They were created and developed by Douglas McGregor at the MIT Sloan School of Management, initially presented at a management conference in 1957, and developed during the 1960s . These two theories describe contrasting models of workforce motivation applied by managers in human resource management, organizational behavior, organizational communication and organizational development . According to the models, the two opposing sets of general assumptions of how workers are motivated form the basis for two different managerial styles . Theory X stresses the importance of strict supervision, external rewards, and penalties: in contrast, Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision . </P> <P> Theory X is based on pessimistic assumptions regarding the typical worker . This management style supposes that the typical employee has little to no ambition, shies away from work or responsibilities, and is individual - goal oriented . Generally, Theory X style managers believe their employees are less intelligent than the managers are, lazier than the managers are, or work solely for a sustainable income . Due to these assumptions, Theory X concludes the typical workforce operates more efficiently under a "hands - on" approach to management . The' Theory X' manager believes that all actions should be traced and the responsible individual given a direct reward or a reprimand according to the action's outcomes . This managerial style is more effective when used in a workforce that is not intrinsically motivated to perform . </P>

What is the difference between theory x and theory y
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