Hypothesis X 

As indicated by McGregor, Hypothesis X administration expects to be the accompanying: 

Work is naturally disagreeable to a great many people, and they will endeavour to stay away from work at whatever point conceivable. 

A great many people are not driven, have a little longing for obligation, and like to be coordinated. 

The vast majority have little inclination for inventiveness in taking care of hierarchical issues. 

Inspiration happens just at the physiological and security levels of Maslow's progression of necessities. 

A great many people are egotistical. Subsequently, they should be firmly controlled and frequently constrained to accomplish hierarchical destinations. The vast majority oppose change. 

Hypothesis X expects that the essential wellspring of representative inspiration is money related, with security as a solid second. Under Hypothesis X, one can adopt a hard or delicate strategy to get results. 

Hypothesis Y 

In solid difference to Hypothesis X, Hypothesis Y the executives make the accompanying suppositions: 

Work can be however normal as play if the conditions may be ideal. 

Individuals will act naturally coordinated and innovative to meet their work and authoritative targets on the off chance that they are focused on them. 

Individuals will be focused on their quality and efficiency targets if rewards are set up that tends to higher requirements like self-satisfaction. 

A great many people can deal with duty since imagination and creativity are normal in the populace. .

Under these presumptions, there is a chance to adjust individual objectives to hierarchical objectives by utilizing the representative's requirement for satisfaction as the spark. McGregor focused on Hypothesis Y the board doesn't infer a delicate methodology. 

McGregor perceived that a few groups might not have arrived at the degree of development accepted by Hypothesis Y and may at first need more tight controls that can be loose as the worker creates.