What do you understand by the term management style in employee Essay

What do you understand by the term management style in employee relations How useful is the term in understanding the dynamics in employee relations - Essay Example All employees at the workplace tend to share some sort of relationships with the colleagues they work with, with their subordinates and with their supervisors. The relationships can be good or bad depending on the attitudes of everyone at the workplace (Towers, 2003). Theoretical Management style in UK The report from the Chartered Management Institute state that the mostly used management styles in the UK are the authoritarian style 21%, the bureaucratic management style 16% and the third one is categorized as a secret management style 12.5%. The research also depicted that the percentage of employees believing that they are able to access their manager is only around 10 % (Employers criticise UK management style, 2010). The chief executive of the Chartered Management Institute, Ruth Spellman, states that the working lives of people improve with the goodwill element and engagement element amongst the employees. The productivity rate, the retention rate and the loyalty factor of the customers improves with goodwill (Employers criticise UK management style, 2010). Issues with the typologies There are certain issues present with the typologies of the management styles being implemented in organizations. The employment relations may depict a static picture of the firm. The relationship between the employee and the employer may be facing changes but they may be depicted in a static way. Management has certain expectations and intentions from and for the employees respectively but there are strong chances that the employees may not work according to the expectations of the organization. From certain employees hard work and dedication may not be observed at work. The strategies of management may at times be implemented according to the consensus of the employees and other times as a compulsion whether employees like the idea or not. There are different styles of management according to the occupational groups working in the firm. The top management may have a differe nt management style; the middle management may adopt different style for dealing with the employees under them. Lastly, the issues pertaining with typologies are that when managers are outsourced are hired on a contract basis, the management styles that they may implement will be different. Employees have the chances of getting frustrated due to many reasons. The reasons can be both personal and professional and the management therefore needs to ensure that all activities at workplace are taking place according to requirements so that workplace frustration of employees can be avoided. A healthy work environment and atmosphere will make the work experience of the employee a pleasant experience (Gay et al, 2005). Marketisation of the employment relationship There are certain organizational forms to market based regulation of Employee Relations. The employee relationships with the organization need to be carefully reviewed by the firm and accordingly the employee relationships are hand led in the firm. The short term market pressures such as increasing sales, increasing the market share, gaining edge from the competitors have affected the relationship of the employer with the employees. The internal employment structures are observed to be displaced in the organizations. The organizational culture has changed for many organizations along with the goals and objectives of the firm. The benefits and perks that are offered to employees have faced changes in the modern