Richard Bolosan Migriño Entrepreneurial Leadership ENTR 40013

BS. Entrepreneurship Section: 1-1

Question # 4

1. Where and by whom were the most important studies about leadership behavior conducted?

Researchers from Ohio State (1964) and the University of Michigan (1978), as well as Blake and Mouton (1985),
were all key in the studies conducted about leadership style. The most important studies about leadership where
done at Ohio State University and the University of Michigan, and by Blake and Mouton.

2. What are the characteristics of each of the seven leadership styles shown on the Leadership Grid?

 Authority-Compliance

- The authority-compliance style is one puts emphasis on tasks at hand and not on communicating with
followers. Emphasis on tasks and job requirements. People are tools for getting the job done. Leaders
are seen as controlling and hard driving.

 Country-Club Management

- High concern for interpersonal relationships. Agreeable, comforting, and much less task oriented.
- Which the majority of energy is on ensuring the happiness of the followers and not on getting tasks
done.

 Impoverished Management

- Leaders act uninvolved and withdrawn. Not task or relationship oriented.

- In which there is little regard for the followers or the tasks at hand.

 Middle-of-the-Road Management

- Compromisers. Leaders find a balance between meeting people needs and the work requirements.
- In which it is focused on compromising to finish tasks and appease people.

 Team Management

- Promotes a high degree of participation and organization. There is a high amount of concern for both
people and results.
- In which commitment is highly regarded for high involvement and task completion.

 Paternalism/Maternalism

- Acts graciously for the purpose of accomplishing a goal. The leader acts fatherly/motherly.
- In which authority-compliance and country-club styles are incorporated to find a balance between
task driven and follower driven.

 Opportunism

- A leader who moves and molds to the five styles in situations to try and gain personal advancement.
Self-motivated/cunning.
- In which the only motivation is personal advancement.
3. How should leaders attempt to balance their task and relationship behaviors?

Although the Leadership Grid tries to suggest that Team Management (high-high) is the ideal leadership
approach that is not always true. Leaders should attempt to balance their task and relationship behaviors based on
their followers. One must assess the situation at hand as well as their group of followers to decide what the best
balance is. Some followers react better when they feel supported while others thrive off of their leader’s drive and
push for the task. Therefore, leaders but have the ability to adapt their leadership style to many different groups of
people in order to succeed.

They should use the middle-of-the-road strategy to ensure follower contact and support as well as task
completion.

4. What is the relationship between a leader’s dominant style and backup style?

Most leaders tend to have one dominant style that they prefer to use in most situations. This is the
leaders go to style and the one they feel most comfortable using. A leader’s back up style however is the one they
revert to when they are under pressure. A leader uses this style when their normal way of leading does not seem
to be working.

The dominant style is the default style of an individual leader. The backup style is what the individual uses
when the dominant style is not working or is not being affective enough.

5. How is an individual’s personal interest in task and relationships related to how she or he shows task and
relationships leadership?

An individuals’ view on the situation in front of them largely impacts their outward reaction to task and
relationship. For example, people who do not care as much tend to use an Impoverished Management style. When
they lack interest, leaders tend to not put in all of their effort. This can result in a lack of motivation and a leader
who is unconcerned with task and interpersonal skills.

This can be shown by analyzing the different styles of behavior leadership in order to process the best
way for the individual to lead based on his or her behaviors in everyday life.

6. How might the behavioral approach be used for personal awareness and development?

By a person knowing their behavioral style of leading, they can continue to improve as leaders, by
changing their style of leadership or by continuing to strengthen that style.

The behavioral approach may be used for personal awareness because tools and tests such as the LBDQ.
This questionnaire gives people instant results about where they lie. The results can help managers and leaders
assess their task and relationship behaviors toward followers. Once a leader is made aware of their behaviors, they
can adjust accordingly and find a technique that best suits them and their organization.

Thank You 