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Theory X managers assume that the average person dislikes work and avoids it if possible, and because of this they must be forced or threatened with punishment to make them put in effort to achieve the organization’s goals. They also assume that the average worker prefers to be directed, dislikes responsibility, and has little ambition. They believe that the primary motivators are fear and money. Theory Y managers think the opposite about the average person. They assume that people think of work as natural as play or rest and that people naturally work toward goals that they’re committed to. While theory X managers believe that the average person dislikes responsibility, theory Y managers assume that the average person actually seeks and accept responsibility when possible. Finally, theory Y managers believe that the motivation of their employees is unique to him or her, rather than primarily fear and money.Theory X managers are more likely to utilize scientific management and watch their workers very closely. A manager at McDonald’s might consider themselves as a theory X manager rather than a theory Y manager. Theory Y managers are more likely to utilize empowerment and want their workers to be able to make decisions for themselves that’ll positively affect the organization. An example of a theory Y manager might be one that works for a computer engineering firm that supervises experienced computer engineers.