Employee recognition programmes: An immanent critique
基于阿克塞尔·霍耐特的承认理论，对员工认可计划进行内在批判，指出其内在的物化、不尊重和强制认同倾向反而破坏了承认所需的生存条件，可能对个人和组织造成伤害。
In this article I present a critical reading of employee recognition programmes. I utilize an immanent approach, drawing on the same principles that it is claimed underpin such programmes, namely the desire of needful subjects for recognition in the form of self-respect and esteem, and an anticipation of the organizational relations that are themselves a prerequisite for such recognition. These principles are articulated through a reading of Axel Honneth’s critical theory of intersubjective recognition as a necessary condition for what he refers to as fulfilled self-realization and social freedom. In doing so, I suggest that, rather than facilitating the conditions and benefits of intersubjective recognition, internal pathological tendencies towards reification, disrespect and compelled identification result in such programmes undermining the ontological conditions necessary for recognition to flourish, threatening both individual and organizational harm.