If employees focus their energy at the lowest level, i.e. physiological needs, then this will be insufficient (McGregor 1957/2012:156). In contrast, a new management theory known as Theory Y assumes that it is the manager's job to develop the employee by creating opportunities, unleashing potential, encouraging growth, and providing direction. Theory Y assumes that employees are participatory and self-direct and self-control to achieve the goals and objectives of the organization. Managers assume the best in their employees, which in turn makes employees want to come to work. Employees are also full of potential through creativity and imagination and are capable of solving organizational problems (McGregor 1957/2012:156). Using scientific management, you try to avoid giving work to employees who do not use their skills. Management wants to move to Theory Y, but knows that it will be difficult to change attitudes. Employees and managers are accustomed to being directed and controlled (McGregor 1957/2012: 157). Change will happen