Question

How could McGregor’s Theory X potentially inhibit valuing generational diversity from the perspective of Leadership in a Team Environment ? Conversely, Theory Y?

Answer 1

McGregor's theory X is particularly relevant in environments though of high ambiguity, people of found out a systematic way of achieving the desired results. This is also used when the Manager's have lesser confidence on the workforce in terms of achieving organization goals vis-à-vis self-goals, taking responsibility. Thus, Managers end up wielding utmost controlling even the behavioral aspect of the routine tasks. Any divergence from the existing norms is not tolerated and usually workforce is penalized for any non-conformance observed thus leaving no/little space for new practices. Thus, leading to a more homogenous unidirectional workforce in the long run and thus generational curiosity.

In theory Y, Managers expect their employees to be intrinsically motivated, working towards achieving organizational goal and are responsible for achieving their routine work done. Employees are given a free-hand to try out new approaches in the existing work framework. This creates a healthier workplace and any new ideas are not immediately looked down and are not penalized. Thus leading a more heterogenous workforce in the long run,thus encouraging generational diversity.