McGregor has 2 motivation theories. Those are, 
Theory X which means there assumptions about attribute are negative and the second one is theory Y which means assumptions about attribute are positive.

Theory X is based on assumptions regarding the typical worker.This management style assumes that the typical worker has little ambition, avoids responsibility, and is individual-goal oriented. In general, Theory X style managers believe their employees are less intelligent, lazier, and work solely for a sustainable income. Management believes employees' work is based on their own self-interest. Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation. Due to these assumptions, Theory X concludes the typical  work face operates more under a hands-on approach to management. Theory X managers believe all actions should be traceable to the individual responsible. This allows the individual to receive either a direct reward or a reprimand, depending on the outcome's positive or negative nature. his managerial style  is more effective when used in a workforce that is not essentially motivated to perform.

According to McGregor, there are two opposing approaches to implementing Theory X: the hard approach and the soft approach.The hard approach depends on close supervision, intimidation, and immediate punishment.This approach can potentially yield a hostile, minimally cooperative workforce that may cause resentment towards management. Managers are always looking for mistakes from employees, because they do not trust their work. Theory X is a "we versus they" approach, meaning it is the management versus the employees.

theory Y managers gravitate towards relating to the worker on a more personal level, as opposed to a more conductive and teaching-based relationship.^[6] As a result, Theory Y followers may have a better relationship with their boss, creating a healthier atmosphere in the workplace.^[9] In comparison to Theory X, Theory Y incorporates a pseudo-democratic environment to the workforce.^[4] This allows the employee to design, construct, and publish their work in a timely manner in co-ordinance to their workload and projects.