Emerging management models are often indebted to older paradigms, even as they offer new ways to incorporate methods of labor control (Harris 2010). Douglas McGregor's conceptualization of Theory X and Theory Y is most influential for calling upon managers to be more reflective of their own attitudes by suggesting that they get the kinds of results they expect from their employees (McGregor 1960). If they expect deception, for example, their employees will eventually become deceptive. Richard Kopelman notes that later studies of office environments improved the validity of McGregor's theories by providing support for further operationalization of each factor (Kopelman 2008)