In 1960, Douglas McGregor developed Theory X and Theory Y suggesting two different aspects of employees regarding employee motivation: one is negative (Theory positive (Theory Y) (Carson, 2005). McGregor (1960) indicated that managers who establish Theory X assumptions trust that employees generally dislike responsibility, resist change, need direction, and have no ambition. In contrast, McGregor (1960) illustrated that managers who establish Theory Y assumptions trust that employees can recognize responsibility, have direction and self-control, and do not hate work. Carson (2005) pointed out that most organizations today try to apply the softer method to management than Theory Y