Recognizing employees: reification, dignity and promoting care in management

Abstract

PurposeThe aim of this paper is to develop the idea of recognition in organizations, arguing that recognition is a fundamental building block of workplace dignity, and a key element of cultural respect in the workplace.Design/methodology/approachAs a conceptual paper, the current work approaches discussions of human resource management through the lens of recognition theory, applying ideas of recognition and reification to workplace issues.FindingsWorkplace reification can be observed in diverse areas of human resource management, reflecting a “human capital” view of employees. The paper traces this view in terms of measurement and incentives, as well as individual and group diversity within the workplace.Originality/valueThe paper contributes to the literature on care in human resources by briding ideas from management and critical social theory, contributing to the former by couching workplace dignity in terms of social theoretic foundations of recognition, and contributing to the latter by showing how the workplace can form an important site for recognition.

Development and Validation of the Workplace Dignity Scale

“…Objectification refers to a “splitting of a whole person into parts that serve specific goals and functions for the observer” (Gruenfeld, Inesi, Magee, & Galinsky, 2008, p. 111). Objectification is quite similar to the notion of reification, which is the treatment of human beings as replaceable, expendable, and disposable “things” (Islam, 2012, 2013) or general dehumanization. At its very core, then, objectification and reification are antithetical to human dignity, which is a belief that all humans—simply for the sake of being human—are above all price (Sayer, 2007).…”

Dignity at the Workplace: Evolution of the Construct and Development of Workplace Dignity Scale

“…However, the explanation of this relation is difficult, yet the denial is also not possible. The literature explains that both internal as well as external dignity is determined by even one’s personality (Acevedo, 2012; Kawamura et al, 2013). Society and surroundings have impact on personality hence social dignity is determined by the harmony, reciprocity, and relationship in a two-way process which cannot exist in isolation.…”

Is it safe to bring myself to work? Understanding LGBTQ experiences of workplace dignity

“…However, these expectations are frequently violated. Second, earned dignity is the conditional self-esteem and self-value that is derived from gaining recognition for efforts, skills, knowledge, and the like (Honneth, 1995;Islam, 2013). It can be denied by disrespectful interaction or by being treated as a nonhuman object in a workplace context.…”

“…It can be denied by disrespectful interaction or by being treated as a nonhuman object in a workplace context. Second, earned dignity is the conditional self-esteem and self-value that is derived from gaining recognition for efforts, skills, knowledge, and the like (Honneth, 1995;Islam, 2013). It can be undermined when people's competence and contributions go unrecognized or when opportunities to express their instrumental value are impeded.…”