If you feel the theory that was used was not very effective, what alternative theory might have been used to lead your team? 

Why might this theory be more appropriate to lead the team and support the team dynamics?

Consider the following in your response:

Do you agree with their analysis of their team situation? 

Have you worked in a similar team or situation before?

Merrissa McGraw 

I recently changed companies. My previous employer had very established roles and responsibilities. All of Weber's characteristics were found in this company, specialized roles and divisions, detailed job descriptions, and a hierarchy of authority. It was a standard international company that had many different locations and departments. However, the team that I was on, while having very defined roles was led using aspects of Theory Y. My manager valued his employees and utilized their knowledge in way to improve the business. However, he could only do so much because his leadership style did not always align with the overall business. It became more evident over time, he became less and less willing to be open with us and his "open door, you can talk to me about anything" policy began to have repercussions for the employees. It wasn't that he was being purposeful in using what was said against you, it just wasn't as confidential, the longer he was in the management position.

In the beginning, when the team felt we had input in our work policies and had influence on changes, we worked so well with each other. We engaged in our work, we collaborated, and helped each other. That began to change with the changes in how our manager began to work with us. Eventually, it felt that we were not valued, our input wasn't important, and we no longer had any idea of what the goals of our department were. This led to a large amount of people leaving to new positions, myself included.