There are two opposing perspectives on people's motivation.
Based on the work of Douglas McGregor they are called Theory X and Theory Y.
Theory X assumes that people have little ambition, avoid responsibility, need supervision, and work primarily for their paycheck.
Theory Y assumes that people are self-motivated, seek responsibility, produce quality outcomes unsupervised, and enjoy their job.
You might recognize some of your colleagues as Theory X individuals and likely see yourself as a Theory Y person.
Self-fulfilling prophecy
McGregor's most significant finding was that our behavior is not only shaped by our nature but also heavily influenced by our environment.
So, ironically, if you believe that people are inherently lazy, you would conclude that you have to closely supervise them. By doing so they will exhibit the very behavior that "proves" your belief.
If, on the other hand, you believe that people (at least the ones you hire) are self-motivated, granting them more autonomy can encourage them to behave in ways that align with your positive expectations.
Essentially, every company gets the employee behavior it deserves.
Rediscovering Intrinsic Motivation
Chances are, we are all Theory Y people at heart.
Unfortunately, most of us have spent considerable time in Theory X environments. Maybe even long enough to have forgotten our intrinsic motivation.
However, more people are now seeking out companies that foster a Theory Y environment, allowing them to thrive.
A simple experiment
Want to see these theories in action? Try this: Talk to 5 colleagues in a casual setting (perhaps over lunch):
- Read them the attributes of Theory X and Theory Y.
- Ask them how they see themselves, encouraging honesty (while being aware of social pressure to choose Theory Y).
- Ask for examples of recent behavior that supports their self-assessment.
What's the distribution in your sample?
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