Managing employees: TPM or Partnership?

I'm strongly interested on how lean companies "respect people" (employees).

As almost every "lean thinker" I have some concern about how should we treat lean workers and about find the right way to maximize the value that men at work can add, "respecting" them.

Question is should we implement a sort of TPM for the people or a kind of partnership as we intend with suppliers?

The first option tries to assure constant and sustained outputs from people: maximize  productivity, standardize and maintain.

Second option is a win-win strategy.

Question is not as simple as it seems, because if the first option  alienates and objectifies manpower (Man = Machine), the second assumes that relationship between labour and company is a sort of negotiation, where the amount of winnings of each one is the amount of losses for the other. And it tries to level the situation to avoid a clash and collaborate (as the easiest and obvious solution).

Both approach sound really bad. Sure there are third ways, those are only the opposite poles.
But, Is it only a question of synthesis? or should we move to other framework?

Yeah! Indeed we must move on to a new framework.
The trick is to realize that people shouldn't be the antithesis of the companies. Boundaries must be eliminated, blurred or faded.
It is the only way to avoid that any present or future dispute arises necessarily from antagonistic or dialogical positions: given any degree of belonging to the company, the workers won't conflict with it.
Provided any degree of presence of workers in the management staff of the company, the decisions of it always will "respect people".
How could this conection be done?... well this will be another entry.