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1.0 Introduction
Managerial prerogative refers to that managers make rules and put these rules into practice, for example, managers or business owners suppress or encourage conflict through management measures 英国论文网and such behavior is managerial prerogative. When different people consider a specific issue, the initiative of that they accept the constraints of management authority is different. For example, some managers are willing to discuss with the employees about their pay structure , job design and work practices and other issues related, however, maybe he will be reluctant to or even not discuss business investment, product pricing policies and development of products and other related issues. In whatever case, even if the managers are willing to consult with their employees, and get involved in the affairs or even hold talks together, still, they will insist their privilege to make the final decision. Thus, in specific areas of employee relations, such as the promotion and training of the employees, managerial prerogative exists naturally (Bray and Waring, 2006). However, is it possible for managers to exercise their managerial prerogative without interference from the other actors in the employment relationship? Absolutely no. Now, managers prefer to solving problems through the use of their good negotiating ability rather than the abuse of managerial prerogative, and the fundamental changes in the processes and structure of corporation management has resulted in that decentralization management has been adopted by more and more enterprises. At the same time, other factors in employment relationship, like trade union and government also play an important role in business decisions and business affairs. This essay analyses the pros and cons of centralization and decentralization, two different kinds of corporate management models, and reveals the necessary for business owners and managers to integrate centralization with decentralization from the perspective of benefits through analysis of several cases. At the same time this essay discusses the importance of states and trade union for enterprises.

2.0 Analysis of advantages and disadvantages of centralization of power and managerial prerogative for business and analysis of concrete cases related
Centralization of power in the enterprise management refers to that the power of enterprise management concentrates in senior managements, like the business owners or managers, so as to achieve a high degree of unity recommend, and the lower has no right to make decision. In business management, the centralization of power is similar to the style of authoritarian business, which is disputable, however centralization of power is conducive for enterprise to take advantage of the overall resources and enhance the efficiency of the whole resource (Armstrong, 2006). For example, it is conducive for business leaders to conduct unified command, centralized leadership, as well as decisive determination in business activities, which will be propitious for managers or business owners to control the whole organization and the operation activities fully. At the same time, centralization of power will make the establishment and implementation of business strategy more effective. Power centralization has weakened managing purview of the subordinate managers, so as to prevent the blind expansion of partial interests and to avoid subordinate managers to make decisions contrary to the overall interests of the business for the interest of their own department, which will contribute to realizing the maximization of business values (Perline and Poynter, 1990). However, defects of centralization or managerial prerogative is also clear: First, the workload of senior managers increases due to their managerial prerogative so that it will be difficult for them to spare time and energy to take into consideration deeply some important issues, such as the development and prosperity of enterprise. Second, concentration of power is not conducive to the mobilization of the enthusiasm and initiative of common staff, and therefore affects staff training. As is known, practice makes perfect. However, limited to the constraints of management authority or managerial prerogative, the opportunity for employees to practice will reduce, and therefore the lack of adequate exercise and training will weaken the human resources reserve of companies (Elwood and James, 1996). In addition, without the right of information, participation, decision-making power and supervisory power, it is hard for trade union to play it role to protect the reasonable rights of employees, which is harmful to the development of enterprises. At the same time, chances are great for companies that concentration of power or managerial prerogative will lead to fatal erratic decision-makings of business. Since when senior managers or business owner has the rights to make all major decisions, it is possible to cause immeasurable loss to enterprises due to personal bias, self-interest of the managers, or even destroy the business.

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