Final answer:
Theory Y assumes people inherently want to control their own destiny, seeking responsibility and fulfillment in their work. This management theory considers employees as self-motivated and views them as partners in setting work goals, as opposed to Theory X, which sees workers as needing control and coercion.
Step-by-step explanation:
Theory Y assumes that people inherently want to control their own destiny. This management concept is based on the idea that employees are not only capable of accepting responsibility but also actively seek it. In a Theory Y environment, people are believed to be self-motivated and thrive on being allowed to participate in setting their work goals. This approach contrasts with Theory X, which posits that employees inherently dislike work and must be coerced or controlled by management to ensure that they complete their tasks.
The concept of Theory Y suggests that people work towards achieving goals through enticements and rewards rather than rules and punishments. This theory aligns with the understanding that humans have an intrinsic desire for self-fulfillment at work and are more satisfied when they play a part in shaping their career trajectory and objectives. Within organizations adhering to Theory Y, management views workers as individuals capable of self-management who are eager to contribute creatively to solving problems. Managers in a Theory Y setting work alongside their employees to find innovative solutions, without imposing strict control or relying heavily on punishment strategies.