REFERENCES
Blake, R. And Mouton, J. (1985). The Managerial Grid III.: The Key to Leadership Excellence. Houston, TX: Gulf Publishing Company.
Boulgarides, J. And Cohen, W. (2001). Leadership Styles Vs. Leadership Tactics. The Journal of Applied Management and Entrepreneurship. 6 (1): 59-73. Retrieved from: http://www.stuffofheroes.com/leadership_style_vs%20leadership%20tactics.htm
Cronkite, J. (2006). Why is Leadership Style Important. Dirgo Consulting Group. Retrieved from: http://www.dirigoconsulting.com/articles/WhyIsLeadershipStyleImportant.pdf
Porter, M.E. (1998). Competitive Advantage: Creating and Sustaining Superior
Performance. New York: Free Press.
Rowe, A. And Boulgarides, J. (2998). Managerial Decision Making. New York: MacMillan Publishing.
(2006). The Fifth Discipline: The Art and Practice of the Learning
Organization. New York: Broadway.
Zeidan, H. (2005). The Blake Mouton Managerial Grid. Illuminations. Retrieved from: http://www.lacpa.org.lb/Includes/Images/Docs/TC/TC409.pdf
In brief, Theory Y states that management assumes employees are ambitious, self-motivated and have self-control. Employees enjoy their job and possess the ability for creative and robust problem solving. Given the proper conditions, Theory Y managers believe that employees will seek out and accept greater responsibilities and excel at their jobs. Job satisfaction is a strong motivator, and this is an optimistic, positive theory of employee relations. See: Theory X and Theory Y, (2009). Retrieved from http://www.nwlink.com/~donclark/hrd/history/xy.html.
