What is the XYZ theory of managers?

Thanks for invitation,

Theory "X &Y" are created by "Douglas  McGregor", and theory" Z" is created by " William Quchi"

Theory "X": assumes that workers are usually lazy, little ambition, and are motivated by coercion and threats, therefore manager uses fear and strict discipline to  make sure his employees  get done what needs to be done, and it may cause stress to the employees in addition not give them the chance to take any initiatives. 

Theory"Y": assumes workers are motivated by an internal needs to excel and actively pursue responsibilities, as manager trust his employees to get what needs to done, but it can promote the non informal environment 

Theory "Z" it is an approach to manage a large society , assumes workers are the key increase of productivity as the values of certian cultures affect the way the employees are worked and they can to trusted to do their jobs to their most ability, but in case the employees can not trust the manager or the manager can not trust the employess, this theory becomes non existent.

Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Theory x and theory y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor's XY Theory remains central to organizational development, and to improving organizational culture.

McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten.

McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.

McGregor's ideas significantly relate to modern understanding of the Psychological Contract, which provides many ways to appreciate the unhelpful nature of X-Theory leadership, and the useful constructive beneficial nature of Y-Theory leadership.

Thanks

I fully agree with the answers given by colleagues Ashraf Mahmoud , and Dr. Anwar

Zerah X and Theory Y are theories about human motives, created and developed by McGregor Douglas at the Massachusetts Institute of Technology - Sloan School of Management in the sixties of the last century, used in human resource management and organizational behavior, organizational communications and human resource development. They describe a very different Mwaagafin for motivated workforce. McGregor felt that companies follow one theory or the other. He also expressed his belief that the primary factor in linking self-realization work lies in raising the confidence of administrators Bmraosm.

In sum, X theory, Y theory and Z Theory are three different ways of perceiving collective work and management practices as a consequence.X = Authority driven management is a must because people are lazy and hierarchy is inevitableY = People are creative and eager to work, the management should be participativeZ = People are curious and willing to work learn and evolve but discipline, continuous learning and polyvalence are a must when driving a business.

Agree on experts answers. Thanks for your invitation.

Theory X

1. Humans inherently dislike working and try to avoid work.
2. Because people dislike work, they have to be made to work by putting pressure and controlling their activities closely.
3. Average people prefers to be directed by others.
4. Average people avoid taking responsibility.
5. Average people are unambitious and prefer security at work

Theory Y

1. Work is an activity as natural to people as play and rest.
2. When suitably motivated people are self directed to achieve organizational objectives.
3. Commitment of employees can be obtained by ensuring job satisfaction for them
4. People learn to accept responsibility and under suitable conditions actively seek responsibility.
5. People are imaginative and creative.

Theory Z

1. Employees want to build cooperative relationships with their employees, superiors, colleagues and juniors
2. People require support in form job security and facilities for developing multiple skills essential for improving performance.
3. People value their family life, culture,traditions and institutions as much as they value their material gains.
4. People have well developed sense of dedication, moral obligation and self discipline.
5. They can make good collective decisions through consensus.

This theory was given in the year 1960 by Douglas McGregor defining contrasting assumptions about the nature of humans in the work place. These assumptions are the basis of Theory X and Theory Y teachings. Generally speaking, Theory X assumes that people are lazy and will avoid work whenever possible. Theory Y, on the other hand, assumes that people are creative and enjoy work.

Although "X" and "Y" are the standard names given to McGregor's theories, it is also appropriate to mention here that other names for these management theories have been used as well, and are sometimes interchanged with "X" and "Y". For instance, an author named DuBrin refers to Theory X as "Autocratic Style", and Theory Y as "Participative Style." Another author named Benson writes that Theory X and Theory Y are sometimes termed as "hard" and "soft" management, although careful to point out that these terms can be used incorrectly.