Editing Theory X and Theory Y (section)

== McGregor and Maslow ==
McGregor's Theory X and Theory Y and [[Maslow's hierarchy of needs]] are both rooted in [[motivation]] theory.<ref name=":12">{{Cite journal|last=Maslow|first=A. H.|title=A theory of human motivation.|journal=Psychological Review|volume=50|issue=4|pages=370–396|doi=10.1037/h0054346|year=1943|citeseerx=10.1.1.334.7586}}</ref> Maslow's hierarchy of needs consists of physiological needs (lowest level), safety needs, love needs, esteem needs, and [[self-actualization]] (highest level).<ref name=":12" /> According to Maslow, a human is motivated by the level they have not yet reached, and self-actualization cannot be met until each of the lower levels has been fulfilled.<ref name=":23">{{Cite journal|last=Carson|first=Charles|date=Spring 2018|title=A historical view of Douglas McGregor's Theory Y|journal=Management Decision|volume=43 |issue=3|pages=450–460|doi=10.1108/00251740510589814}}</ref> Assumptions of Theory Y, in relation to Maslow's hierarchy put an emphasis on employee higher level needs, such as esteem needs and self-actualization.<ref name=":23" />

McGregor also believed that self-actualization was the highest level of reward for employees.<ref name=":23" /> He theorized that the motivation employees use to reach self-actualization allows them to reach their full potential.<ref name=":23" /> This led companies to focus on how their employees were motivated, managed, and led, creating a Theory Y management style which focuses on the drive for individual self-fulfillment.<ref name=":23" /> McGregor's perspective places the responsibility for performance on managers as well as subordinates.<ref>{{Cite book|title=Nonprofit Management: Principles and Management|last=Worth|first=Michael|publisher=SAGE|year=2019|isbn=978-1-5063-9686-6|location=United States of America|pages=248}}</ref>