Values closer to the outer edge (100) indicate Theory Y traits. Values closer to the center (0) indicate Theory X traits. 50 is neutral.
| Dimension | X Score | Y Score | Spectrum | Result |
|---|---|---|---|---|
| Work Attitude How the person relates to work itself | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Motivation Source What drives this person to perform | 1/5 | 1/5 | Score: 0.00 | 0.00 |
| Responsibility How the person handles responsibility | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Supervision Needs Level of oversight the person requires | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Ambition & Initiative Level of ambition and proactive behavior | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Creativity & Problem-Solving Approach to challenges and innovation | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Response to Change How the person reacts to new situations | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Commitment & Engagement Level of dedication to work | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Trust & Reliability Trustworthiness and autonomy | 5/5 | 1/5 | Score: -1.00 | -1.00 |
| Learning & Development Attitude toward personal growth | 5/5 | 1/5 | Score: -1.00 | -1.00 |
This person exhibits predominantly Theory X characteristics. According to McGregor, Theory X individuals (or those perceived as such) tend to respond best to structured environments with clear expectations, direct supervision, and extrinsic motivators. Consider whether the work environment may be influencing these behaviors.