Managers have a certain degree of choice in how they treat their employees. (Purcell, 1987) Some may view them as a product while others may view them as an important and valuable resource that needs to be developed. (Purcell, 1987) Managerial prerogative is defined by Bray, Waring and Cooper (2011: p. 332) as “those areas of decision-making within an organization over which managers claim to have an absolute right to decide as they hear it.” It is important to define managerial prerogative so that we can determine whether legislation has increased or decreased it. Defining managerial prerogative is also important when we look at different managerial styles and strategies and observe whether they play a role in increasing or minimizing managerial prerogative. Managers will always have some degree of control over their employees because most daily tasks in the workplace, such as workplace rules and procedures, tasks, and which employee performs which tasks, are decisions taken by the manager without consulting employees and unions. (Bray, Waring and Cooper, 2011) Laws and regulations surrounding managerial prerogatives only seem to favor employers being the sole decision-makers within an organization and diminish the bargaining power of unions and employees in matters of remuneration and conditions. (Bray and Waring, 2006) The laws and regulations surrounding industrial relations since the 1900s have, with each reform, placed tighter constraints on the power that unions can exercise. The reforms also radically increased the prerogatives of managers, through increased reliance on individual negotiations, contracts and restrictions on unions (Bray and Waring, 2006). Bray and W...... middle of document ......management control to be most effective, it must be adjustable and interchangeableFelstead, Jewson and Walters (2003) conclude that management control is directly related to employee visibility and presence in the office, as it allows managers to ensure that employees are actually working and gives managers more discretion over how work is performed and easier monitoring of employee levels. employee productivity. When these control strategies are linked to managerial prerogatives, it is easy to see that the discretionary power of managers is increased because decisions relating to tasks in the workplace are made without consulting employees or unions. Indeed, employment contracts do not establish the details relating to the accomplishment of tasks within the organization. (Bray, Waring and Cooper, 2011)In conclusion,