Final answer:
The statement suggesting managers rely on self-control when faced with extrinsically motivated employees is false. Instead, managers should use incentives and create an environment that supports both intrinsic and extrinsic motivation, fostering better engagement and self-discipline among employees.
Step-by-step explanation:
The statement that managers should use self-control when employees are only extrinsically motivated and lack self-discipline is false. Effective management involves understanding the different motivations of employees and utilizing various strategies to engage them. For employees who are extrinsically motivated, managers need to provide the right mix of incentives and recognition to harness their best efforts.
Metacognition and reflection are critical tools for managers to understand and regulate their emotions, and these can also be used to identify employees' motivations. Managers should not rely purely on self-control but should seek to create a work environment where both extrinsic and intrinsic motivations are encouraged, leading to better self-discipline among employees.
Additionally, managers should be aware of Theory X and Theory Y, which are different assumptions about employee motivation and the role of management. Theory X assumes that employees are naturally lazy and need to be controlled, while Theory Y assumes that employees are self-motivated and thrive on responsibility. Embracing an approach closer to Theory Y would involve managers working collaboratively with employees to find creative solutions and improving motivation levels.