McGregor - but I saw little that distinguished McGregor's work in 1960 [McGregor, D. (1960). The human side of business. New York, 21, 166.] of Maslow's earlier work in terms of what motivates humans. McGregor's human needs structure incorporated basic physiological needs such as food and shelter, then safety needs, followed by social interaction, self-confidence, independence, status and praise/ recognition – mirroring Maslow in every way. McGregor believes that management is inherently afraid of workers achieving fulfillment in areas of social and self-esteem needs, because meeting these needs threatens organizations. McGregor argues, conversely, that meeting these basic needs is not a threat but rather a benefit to the organization. Rather, knowing the type of worker managers are dealing with is what helps the organization, McGregor believes. If a worker is of the "Theory ; or the “Theory Y” type who is responsible, self-driven and driven to achieve their goals, then the approach used to manage these workers can be tailored to benefit both the worker and the organization. There is a point of distinction here, but it is between McGregor's and Taylor's views. while Taylor's beliefs