Should managers manage the employees soul?

Are managers seeking to manage employee’s body for their benefit or do they really have the employee’s wellbeing in mind? It would be nice to assume that managers are seeking control for purely the employee’s benefit, but that is not always the case. Over the years, managers of every small and large organizational structure have implemented ways to control their workforce and get the best possible result out of them in order to maximize the profits of the firm. From F.W. Taylor’s “Scientific Management” techniques back during the industrial revolution to todays “Corporate Culture” world, managers are still striving towards managing the worker in the most efficient way.
The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee (Taylor, 1988, The Principles of Scientific Management, p. 1). The methods introduced by Taylor to achieve this maximum prosperity was inhumane, he ignored the soul of the worker, which led to strikes and other industrial action to be taken by workforce. Moving on to Corporate Culture, put in simple words, ‘It’s the way we do things around here’ (Deal and Kennedy, 1982). The culture is conveyed to its participants through the expression of sentiments, beliefs, and attitudes (Pleffer, 1981). The managers are responsible for integrating the desired culture into the organization. The manager becomes an evangelist, someone the workers look up and devote themselves to. Durkheim noted that this led to a shift from the profane to the sacred realm (1965, p.243-258). These managers will have a closer connection to the employee’s soul, this enables them to figure out and understand the disturbances, personal or work related, that is affecting the productivity of the worker. Helping the workers at an individual