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MAPPING MANAGEMENT STYLES IN EMPLOYEE RELATIONS
Author(s) -
Purcell John
Publication year - 1987
Publication title -
journal of management studies
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 4.398
H-Index - 184
eISSN - 1467-6486
pISSN - 0022-2380
DOI - 10.1111/j.1467-6486.1987.tb00462.x
Subject(s) - management styles , collectivism , style (visual arts) , individualism , meaning (existential) , business , public relations , industrial relations , representation (politics) , focus (optics) , marketing , sociology , political science , psychology , management , economics , politics , law , physics , archaeology , optics , psychotherapist , history
In an attempt to clarify the meaning of management style in employee relations and go beyond the limitations of the frames of reference debate, two dimensions of style are identified. Individualism refers to the extent to which personnel policies are focused on the rights and capabilities of individual workers. Collectivism concerns the extent to which management policy is directed towards inhibiting or encouraging the development of collective representation by employees and allowing employees a collective voice in management decision‐making. Style is a deliberate choice linked to business policy. Organizations may choose to focus on one or both aspects. Not all firms have a distinctive preferred management style. Survey evidence is analysed and a number of unresolved issues raised which need to be tackled if management style is to become a useful concept in the study of strategic choice in the management of industrial and employee relations.