In his article about the complex issues related to workplace democracy, Cheney (1995) discussed the need for a system that effectively balances individual interests and organizational goals.
It seems to me that a strategy of maintaining control over organizational members among some managers is to frame organizational interests as individual interests…
- What can be done when organizational members adopt a false consciousness and unwittingly “participate” in ways that are detrimental to themselves and their interests?
- In what ways are our choices to participate in the organizations of which we are a part constrained, and what are the consequences of such constraints?
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