Like all relationships it is reciprocal notably. Demotivated or stressed employees are more likely to "full slack" (not doing any work as opposed to say switching to a lower intensity duty). Bosses who distrust their employees are more likely to micromanage and stress and demotivate.
Proper results oriented approaches can help for both parties. At the end of the day throughput is what matters for productivity not how hard they work. But that is logistically nontrivial to set up and calibrate properly, let alone other temptations and pressure to try to "optimize" beyond the ability to be sustained. Knowledge work in even the lowliest sense isn't optimal like an assembly line.
Making matters worse as usual for any would be reformers are inertia and politics of course. It is the ultimate "dancing monkey" but instead of being between security and the monkey choosing the latter, the choice is practical and wise decisions or politically pleasing ones.
Proper results oriented approaches can help for both parties. At the end of the day throughput is what matters for productivity not how hard they work. But that is logistically nontrivial to set up and calibrate properly, let alone other temptations and pressure to try to "optimize" beyond the ability to be sustained. Knowledge work in even the lowliest sense isn't optimal like an assembly line.
Making matters worse as usual for any would be reformers are inertia and politics of course. It is the ultimate "dancing monkey" but instead of being between security and the monkey choosing the latter, the choice is practical and wise decisions or politically pleasing ones.