Professional Documents
Culture Documents
Low High
Initiating Structure
Findings of this Study:
There is a positive relationship between consideration and regularity
of employees and low grievances. But consideration is negatively
related to performance.
There is a positive relationship between initiating structure and
employee performance. But initiating is also structure is also
associated with absenteeism and grievances.
When both these dimensions are high, performance and satisfaction
tended to be high. But in some cases high productivity was
accompained by absenteeism and grievances.
Michigan Studies:
These empirical studies were conducted slightly after WORLD WAR II
by the institute of Social Research at the university of Michigan.
The purpose of these studies was to identify styles of leadership behavior
that results in higher performance and satisfaction of a group.
These studies distinguished between two distinct styles of leadership:
1. Production centered Leadership: also known as task oriented
leadership. Stressed on certain points:
• Rigid work standards, procedures and rules.
• Close supervision of the subordinates
• Technical aspect of the job
• Employees are considered as a tool to accomplish the goal (not
treating like a human being).
2. Employee centered Leadership: (relation oriented
leadership)
To treat subordinates as a human beings
To show concern for the employees needs, welfare etc…
To foster employee participation in decision making
To motivate employees
Following are the findings:
Both styles led to increase in production, but it was slightly
more in production oriented style.
But production oriented style led to decrease satisfaction and
increase turnover and absenteeism
Whereas employee centered style increases satisfaction and
decreases absenteeism
Following are 2 behavioral theories based
on the above dimensions of leader
behavior:
1. Managerial Grid
2. Likert’s Management Systems
Managerial Grid
This theory is propounded by Robert R. black & Jane S. Mouton.
Managerial Grid is a graphic model of alternative combinations of
managerial styles or behaviors on a 2 dimensional space.
The 2 styles are :
1. concern for people
2. concern for production
According to this theory, leaders are most effective when they
achieve a high & balanced concerned for people and for task.
These are shown on vertical and horizontal dimensions of the Grid
on a 1 to 9 scale or degree.
Managerial Grid Diagram
9 1,9 9,9
8
Concern for People
7
6
5 5,5
4
3
2
1 1,1 9,1
1 2 3 4 5 6 7 8 9
Impact on
Situation Leader Behavior
Follower Outcome
Directive (task)
•Tell what is expected More effort
Ambiguous •How & when to do it Clarity path
Job •Schedules & norms
improved
•Procedures & regulations
to reward satisfaction &
Achievement (Demanding & supporting)
performance
Lack of job •Set challenging goals
•Seek continuous improvement
Set goals
challenge •Expect highest performance
high
•Workers assume more responsibility
Relationship
Relationship Behavior
Low Low
Relationship Relationship
& low task & High task