What does Douglas McGregor's Theory X assume about employees?

Douglas McGregor's Theory X presents a perspective on employee motivation and management that assumes employees generally lack ambition, dislike work, and require supervision and control to perform effectively. Specifically, it suggests that, under Theory X, employees are largely motivated by financial incentives and extrinsic factors rather than intrinsic motivation.

The assumption that money is the central motivator fits well with the Theory X approach, which is characterized by a more pessimistic view of human nature in the workplace. Management styles aligned with Theory X tend to emphasize strict oversight, directives, and the belief that employees are motivated primarily by monetary rewards. This viewpoint drives managers to adopt more authoritarian styles, believing that workers need clear direction and coercive measures to ensure productivity and compliance.

This understanding helps clarify the context for the other options. For instance, the idea of employees being self-motivated and enjoying work aligns more closely with Theory Y, which posits that employees can find satisfaction and motivation in their work when given autonomy and responsibility. Similarly, the notion that employees seek collaboration with management, or that they possess inherent talents and skills, reflects a more positive, Theory Y-oriented view of human behavior in the workplace. Therefore, these concepts do not align with the assumptions made in Theory X.