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Mapping Management Styles In Employee Relations

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  • John Purcell

Abstract

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.

Suggested Citation

  • John Purcell, 1987. "Mapping Management Styles In Employee Relations," Journal of Management Studies, Wiley Blackwell, vol. 24(5), pages 533-548, September.
    • Handle: RePEc:bla:jomstd:v:24:y:1987:i:5:p:533-548
    DOI: 10.1111/j.1467-6486.1987.tb00462.x
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    Cited by:

    1. D Guest & P Rosenthal, 1993. "Industrial Relations in Greenfield Sites," CEP Discussion Papers dp0127, Centre for Economic Performance, LSE.
    2. Stephen J. Frenkel, 1989. "Explaining the Incidence of Worker Participation in Management: Evidence from the Australian Metal Industry," Australian Journal of Management, Australian School of Business, vol. 14(2), pages 127-150, December.
    3. Janet Druker, 2016. "Blacklisting and its legacy in the UK construction industry: employment relations in the aftermath of exposure of the Consulting Association," Industrial Relations Journal, Wiley Blackwell, vol. 47(3), pages 220-237, May.
    4. Miguel Alzola, 2018. "Decent Work: The Moral Status of Labor in Human Resource Management," Journal of Business Ethics, Springer, vol. 147(4), pages 835-853, February.
    5. Birgit Apitzsch & Maximiliane Wilkesmann & Caroline Ruiner & Mona Bassyiouny & Ronny Ehlen & Lena Schulz, 2023. "Labour market collectivism: New solidarities of highly skilled freelance workers in medicine, IT and the film industry," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 44(4), pages 1149-1175, November.
    6. John W. Budd & Dionne Pohler & Wei Huang, 2022. "Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 61(3), pages 268-289, July.
    7. Michael Rose, 1993. "Trade Unions - Ruin, Retreat, or Rally?," Work, Employment & Society, British Sociological Association, vol. 7(2), pages 291-311, June.
    8. Rosemary Lucas, 1996. "Industrial Relations in Hotels and Catering: Neglect and Paradox?," British Journal of Industrial Relations, London School of Economics, vol. 34(2), pages 267-286, June.
    9. Chamil W. Senarathne, 2020. "The Optimal Capital Structure under the Conditions of Employment: An Application of Theory X and Theory Y," Zagreb International Review of Economics and Business, Faculty of Economics and Business, University of Zagreb, vol. 23(1), pages 51-69, May.
    10. Paulo Marzionna, 2023. "Is this workplace bullying? How ideas about conflict shape conflict management strategies," British Journal of Industrial Relations, London School of Economics, vol. 61(2), pages 366-391, June.

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