Final answer:
In organizational control, self-management aligns with Theory Y, fostering empowerment and trust among employees, encouraging initiative and self-guided productivity. It is grounded in self-regulation or an internal locus of control, contributing to better personal and organizational outcomes.
Step-by-step explanation:
In the context of organizational control, self-management reflects the Theory Y approach to management, which is characterized by a belief that employees are naturally responsible, engaged, and motivated. Unlike Theory X, which assumes that employees are inherently lazy and require strict supervision and control, Theory Y encourages a more participative style of management. Self-management supports the idea that employees can set their own goals and make contributions to organizational objectives without the need for micromanagement or coercion.
Self-regulation, also known as an internal locus of control, plays a significant role in the effectiveness of self-management. Individuals with a strong internal locus of control believe they can influence their environment and outcomes, contributing to better health management and personal responsibility in their work. The underlying principle of self-management in organizations is that when employees are empowered and trusted, they are more likely to take initiative and be productive, therefore, contributing to improved organizational performance and achieving a better work-family balance.