David Sirota, the co-author of What Employees Want does a terrific job of teasing out the complexity of the relationship between employees and their company. He doesn’t focus on the boss relationship as much as I expected. Instead he points to many systemic issues that can undermine morale. This book looks very, very good.

Giving Employees What They Want: The Returns Are Huge – Knowledge@Wharton (free registration required)

We are often asked how to motivate employees. Our response is, that’s a silly question. The real question is: ‘How do you keep management from destroying motivation?’ When we look at the data we find that people coming to a new job are quite enthusiastic. Most of them are very happy to be there and looking forward to meeting their new coworkers. But as you study the data you find morale, or enthusiasm, declines precipitously after five or six months. One theory is that there is a natural honeymoon that is bound to end. And yet we find that in 10% of companies the honeymoon continues throughout a worker’s entire career. So there are organizations that are able to maintain enthusiasm….

The conventional wisdom is that if there is a problem, it occurs on the front line. Our data shows that large percentages of employees are quite positive about their immediate bosses. The biggest problem is not the first level of supervision. It tends to come from the middle. Workers see the problem at the levels above the immediate manager. They often consider their own bosses as buffers to middle management. Workers say, ‘I like my boss.’ Morale goes down when it comes to middle management, then goes up again at the senior level. The top guy can do no wrong. That’s a fairly common response. What workers don’t realize is that all the pressure is coming from the top. They are the ones telling the middle what to do. The villain is viewed as middle management, but the real villain is senior management.