The paper "Human Resource Management- Employment Relations" is a perfect example of a case study on human resource. This paper presents a detailed investigation of Aqua and EasyBottle in terms of management styles of employee relations. The first task is to analyze employee relations management styles as discussed by Purcell and Sisson then proceed to show the ones displayed at Aqua and EasyBottle. This will require the use of research evidence to support the argument. Concisely, Aqua and EasyBottle assume pluralist and unitarist ideologies respectively. This part will be succeeded by recommendation to the senior management team on key employment issues that must be addressed in the short run and long run for achieving an integrated employee relations strategy.
Some of these identified employment issues include power, integration of management roles, training, employee involvement, and communication, and unionization. The last part of the essay is a detailed discussion on the impact of recommendations made to the management. Included in the impact are implementation issues and pressure that accompany the recommendations made. Employee Relations Management Styles defined In research conducted by Purcell and Sisson (1983), employee relations management styles fall under five classes namely: authoritarian, paternalistic, consultative, constitutional, and opportunist.
Under the authoritarian approach, Purcell and Sisson argue that employee relations are insignificant. In the same note, the researchers argue that the existence of policies and procedures for grievances and disciplinary measures follows legislative requirements hence is a matter of necessity. This means that people’ s issues are not given any attention until something goes amiss i. e. worker dismissal. An illustrative example is an employer who goes ahead to dismiss a worker who made a mistake simply because warnings were not given or rather disciplinary procedures were not clarified. In paternalistic style, Purcell and Sisson are convinced that their characteristics are similar to authoritarian style but have a positive attitude towards employees.
Managers following a paternalistic style pride in consulting with employees irrespective of the existence of unions. The focal point for this employee management style is staff retention and reward.
Freeman, R. and Medoff, J., 1984. What Do Unions Do? New York: Basic
Gennard, J., and Graham, J., 2005. Employee relations. London: CIPD Publishing.
Hirschman, A., 1970. Exit, Voice and Loyalty: Responses to Decline in Firms,
Organizations and States. Cambridge, MA: Harvard University Press.
Purcell, J. and Sisson, K., 1983. Strategies and practice in the management of industrial relations. In Bain, G. Ed. 2005. Industrial Relations in Britain, Oxford: Blackwell.