tag:blogger.com,1999:blog-1208027742124418151.post447350181840924726..comments2022-03-26T17:57:12.695-07:00Comments on Organizational Excellence: Employee EngagementPhilhttp://www.blogger.com/profile/11697334788230725366noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-1208027742124418151.post-46962309551284671582009-08-14T07:55:56.950-07:002009-08-14T07:55:56.950-07:00This is an excellent point Barbara. I more correct...This is an excellent point Barbara. I more correctly should have said that fear and intimidation can create the feigned impression of engagement. I believe that organizations, as with people, in reap what they sew. I believe you are correct that hostile compliance and mistrust are the fruits of fear and intimidation. Thank you for your observation.Philhttps://www.blogger.com/profile/11697334788230725366noreply@blogger.comtag:blogger.com,1999:blog-1208027742124418151.post-84056110010505037962009-08-14T05:13:36.086-07:002009-08-14T05:13:36.086-07:00I don't believe that fear and intimidation fos...I don't believe that fear and intimidation foster engagement in the short or long run; they foster compliance and mistrust. In this environment, those employees who don't feel motivated to leave (and these people probably are the ones who need to stay) will help to sabotage any genuine efforts to change. These hostages to the organization, no matter what level, can bring down the organization.BarbaraAHugheshttp://www.intellectual-capital.netnoreply@blogger.com