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Theory Y leadership is built on the belief that employees are inherently motivated, enjoy their work, and are willing to take responsibility for their tasks. A core value of Theory Y leadership is indeed trust and responsibility. This approach contrasts sharply with Theory X, which assumes that employees are not self-motivated and require strict supervision.

By embracing trust, Theory Y leaders empower their teams to take initiative and make decisions, fostering an environment of collaboration and innovation. Responsibility goes hand in hand with trust; when employees feel trusted, they are more likely to take ownership of their work, leading to higher job satisfaction and performance.

In contrast, the other options represent a more traditional, top-down approach to management. Employing obedience and control, as well as micromanagement and oversight, implies a lack of trust in employees’ abilities. Finally, task-focused management may miss the holistic view of employee engagement, which is central to the Theory Y perspective. By prioritizing trust and responsibility, Theory Y leadership supports a culture where everyone is engaged and contributes toward collective goals.