Introduction
The paper is intended to develop a report about different management styles in the context of industrial or employment relations to compare it with the sophisticated paternalist/ HRM (Human Resource Management) approach. The management styles in employment relations may be different from how it is taken or considered. The preferences and choices of the organization directly impact on its strategies to develop a relationship with its employees (Miller, 1987). The preferences are usually aligned with the dominants of the organization that is directly involved in decision making process of the organization. These preferences of the dominants directly result in ...
