Final answer:
It is true that managers often adopt a legalistic view to protect their organization legally, following Theory X, which assumes employees are inherently unmotivated and need strict control. In contrast, Theory Y offers a more humanistic view, suggesting employees are motivated and seek satisfaction from their work, favoring a participative leadership style.
Step-by-step explanation:
It is generally true that many managers adopt a legalistic view of employee relations to prevent legal issues and safeguard their organizations. This stance is often characterized by stringent adherence to rules and regulations, close monitoring of employee conduct, and punitive measures for non-compliance, aligning with the principles of Theory X management. Theory X posits that employees inherently dislike work and seek to avoid responsibilities, thus necessitating a strict managerial approach that emphasizes control, surveillance, and discipline, as opposed to trusting employees' self-motivation and capacity for self-direction.
Theory Y management, by contrast, adopts a more humanistic view of employee relations, suggesting that workers naturally seek fulfillment and can be self-directed. This approach involves a participative leadership style where managers believe that employees can contribute significantly if given the chance to be involved in goal setting, problem-solving, and decision-making, leading to higher workplace motivation and productivity.
Douglas McGregor's work underlines the dichotomy between these two styles, arguing for the advantages of a Theory Y approach in enhancing both organizational effectiveness and employee wellbeing.