If an employee's commitment is low, what does Theory Y suggest will happen?

• A. They will seek additional training
• B. They will exhibit higher self-direction
• C. They will show reduced self-direction
• D. They will become more motivated

Answer: (C)

Theory Y, developed by Douglas McGregor, posits that employees are inherently motivated, responsible, and capable of self-direction when they feel valued and their higher-order needs are met. In contrast, if an employee's commitment is low, Theory Y suggests that there may be a lack of intrinsic motivation, which can lead to reduced self-direction. This means that such employees are less likely to take initiative or engage in self-directed behavior, as their reduced commitment may stem from feeling undervalued, unsupported, or generally disengaged from their work.

When commitment is low, employees might not seek additional training or show signs of increased motivation, as they do not feel a strong connection to their role or organization. Instead, they may rely more on external direction and guidance, resulting in diminished self-initiative in their tasks and responsibilities. This understanding helps supervisors to recognize the importance of fostering a supportive and engaging work environment to enhance employee commitment and self-direction.