The paper "Why Managerial Prerogative Has Gone Too Far" is an outstanding example of management coursework. Any directional powers that are endowed to the managers at any particular moment are termed as managerial prerogatives. Managerial prerogatives involve a situation whereby a manager can lawfully perform a task without even without a reference to the worker organization (Storey, 1983). This essay will be divided into five sections: The nature and scope of managerial prerogatives; misuse of managerial powers; managerial prerogatives and employment contracts; procedural and substantive rules and the conclusion. The first part will cover the definition and the scope of managerial prerogative culminating from an awareness that there is always a conflict between the interest of management and workers who both have rights provided by most constitutions (Bray, 2006).
The second part will evaluate examine how these powers endowed to managers can be misused by the employer for his benefit. During the time of the industrial revolution, control was an essential managerial function in every country and social system. In the modern world context, the workplace relationship has been highly informed by the element of subordination and discipline (storey, 1983).
In this case, it is difficult to draw much deference between managerial control and worker resistance if the natural distribution of the power is not conceived (Clegg, 1979). Therefore managerial prerogatives have been devised as a powerful factor between management and the labor as the managed workers strive to challenge the manager and the manager attempts to have the managed worker under his control (Parlin & Poniter, 2009). The third part will evaluate how the managerial powers are inherent in the contracts which an employee and employer signs.
Although these contracts are meant to strike a balance of powers between the employer and the employee, they end up giving the employer the biggest share. Normally in job regulations, employers and employees adopt an agreement contract. They contain an individual interest which necessarily ignores the economic reality behind the bargain because the parties are simply not equal (Wedderburn, 1986). Most critics of employment contracts posit that the relationship between the employer and an employee or worker is just a relation between a powerful and a powerless partner (Perline & Poynter, 2009). The fourth section will try to see how substantive and procedural rules are applied in the work-related and how they affect the managerial prerogatives.
Substantive part includes that part of duty that the worker is obliged to do as par the contract agreement (Flanders, 1975). However, each of the set of rules, whether substantive or procedural regulate different sets of relationships. Collective relations that involve representative organizations are under the procedural rules. Substantive relation rules are meant to benefit the managers or employer because a contract entered is binding between an employee who sells his labor and the employer who is ready to buy it but has the control on how to do it.
Then there is a brief conclusion holding that the government should establish rules and policies to limit these managerial powers for the sake of the employee.