What assumption about workers does Theory X hold?

What assumption about workers does Theory X hold?

• A. Workers will naturally put forth effort
• B. Workers need threats to be motivated
• C. Workers are diligent and responsible
• D. Workers are in tune with organizational needs

Answer: (B)

Theory X, developed by Douglas McGregor, is based on certain assumptions regarding the nature and behavior of employees in a workplace. The correct answer highlights the belief that workers need external motivation, often in the form of threats or coercion, to ensure they fulfill their responsibilities and put forth effort. This theory posits that, without such motivators, employees may not be inclined to work hard or be productive. In organizations that operate under the assumptions of Theory X, management typically adopts a more authoritarian style, believing that employees require close supervision and control. This perspective leads to practices aimed at enforcing compliance rather than fostering intrinsic motivation or encouraging creative input from workers. It reflects a somewhat pessimistic view of human nature, where employees are seen as inherently lazy or lacking ambition without external pressure. In contrast, the other options reflect more positive views of employee motivation and behavior, which align more closely with Theory Y, where workers are viewed as self-motivated and capable of self-direction.

Theory X, developed by Douglas McGregor, is based on certain assumptions regarding the nature and behavior of employees in a workplace. The correct answer highlights the belief that workers need external motivation, often in the form of threats or coercion, to ensure they fulfill their responsibilities and put forth effort. This theory posits that, without such motivators, employees may not be inclined to work hard or be productive.

In organizations that operate under the assumptions of Theory X, management typically adopts a more authoritarian style, believing that employees require close supervision and control. This perspective leads to practices aimed at enforcing compliance rather than fostering intrinsic motivation or encouraging creative input from workers. It reflects a somewhat pessimistic view of human nature, where employees are seen as inherently lazy or lacking ambition without external pressure.

In contrast, the other options reflect more positive views of employee motivation and behavior, which align more closely with Theory Y, where workers are viewed as self-motivated and capable of self-direction.