MZMORALE ZEROthe antithesis of employee engagement
DIRECTIVE 053 / WORTH

CALL THEM RESOURCES

People are easier to optimize once the language stops implying they have interior lives.

Convert employees into capacity, headcount, FTEs and resource units whenever decisions become difficult. Discuss deployment, utilization and replacement at the aggregate level. Reintroduce individual humanity during recognition campaigns and retirement messages.

Primary: WORTHMEANINGPOWER
RATIONALE
Object language makes complex workforce decisions easier to model because models become considerably simpler when subjects behave like inputs.
SUCCESS INDICATOR
Employees understand that the organization values people deeply while discussing them primarily in the same grammar used for inventory.
COMMON FAILURE
Using operational abstractions without allowing them to erase employee subjectivity, dignity and the human consequences of organizational decisions.
STATUS
Canonical / approved

Reconstructed Handbook series.

THE UNFORTUNATE PART

Unfortunately, the research…

Claim

Organizational dehumanization refers to employees perceiving that the organization treats them as instruments and denies their personal subjectivity. Research links these perceptions with lower well-being and other adverse employee and organizational outcomes.

Evidence

Reviews of organizational dehumanization describe detrimental consequences across individual and organizational levels. Experimental and large-sample field research has also linked organizational dehumanization with lower satisfaction, greater emotional exhaustion and psychosomatic strain.

Strength: Strong

Sources

The Directive is satire. The research summary is not. Evidence is stated separately and qualified to the underlying literature rather than treated as proof of the joke.

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