I think, as organizational theories, among many others, supposing to keep capitalism alive, propose to demolish alienation as such, when alienation in capitalism happened because of exploitation - began first between the employee (worker) and employer (capitalist), secondly- worker and work process, thirdly - worker and his colleagues, the last - between worker and his family (after return from work). Alienation after its crush in modern and postmodern capitalism has to be replaced by worker's involvement, participation, co-creation, efficiency and effectiveness.
This is a very good question, whose answer is to be found in Marx's writings on the division of labor. See the excellent study of this in Rob Beamish, Marx, Method, and the Division of Labor (1992).
Beyond that you must consider more recent work by Zygmunt Bauman, Modernity and the Holocaust (1989/2002) to view the alienation dynamics of organizational management. Good luck with this important topic!
Karl Marx's concept of alienation refers to the separation of workers from the products of their labor and from their own human nature. This can have significant implications for organizational thinking and management.
Alienation can lead to a lack of motivation and commitment among workers, which can result in low productivity and high turnover rates.
It can lead to a lack of trust and cooperation among workers, which can hinder communication and collaboration.
Alienation can lead to feelings of powerlessness and helplessness among workers, which can lead to passivity and apathy.
It can lead to a lack of creativity and innovation among workers, as they may not feel a sense of ownership or connection to the work they are doing.
Alienation can lead to a lack of identification with the organization and its goals, which can make it difficult to build a strong organizational culture.
It can lead to a lack of interest in the company's future, which can make it difficult to plan for the long term.
In order to address these effects, management should work towards creating a work environment that promotes worker engagement and empowerment, where workers feel a sense of ownership and connection to their work. This can be achieved through effective communication and collaboration, fair compensation, and opportunities for career development. Additionally, management should focus on creating a culture that values worker's contributions and provides them with a sense of purpose, which can lead to a more engaged and productive workforce.
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