What does Douglas McGregor's Theory Y suggest about employee motivation?

Douglas McGregor's Theory Y presents a more optimistic view of employee motivation and behavior compared to its counterpart, Theory X. According to Theory Y, employees are seen as inherently motivated and capable of self-direction. This perspective suggests that individuals possess a positive drive for achievement and personal fulfillment, indicating that they have inherent skills and a desire for success.

The essence of Theory Y emphasizes that when conditions are favorable, employees will take initiative, seek responsibility, and strive for personal growth and contribution within an organization. This aligns with the idea that employee motivation goes beyond financial compensation and includes factors such as job satisfaction, fulfillment, and recognition of their abilities.

In contrast, the other options present views that do not align with Theory Y's perspective. The notion of employees being solely motivated by financial compensation or preferring strict supervision reflects a belief system more akin to Theory X. Additionally, the idea that employees are resistant to change contradicts the Theory Y belief that employees are adaptable and willing to embrace innovation when they are engaged and motivated in their environment. Thus, the understanding that employees possess inherent skills and a desire for success aligns perfectly with the principles outlined in McGregor's Theory Y.