SOLUTION 3:

Blake and Mouton’s managerial grid:

Blake and Mouton’s managerial grid actually comprises of two dimensions:

 Concern for people:

This dimension is used for deciding how best to achieve a task by focusing on needs
of team members, their interests, and areas of personal development.
 Concern for production:
This dimension is used for deciding how best to achieve a task by considering high
productivity, concrete objectives and organizational efficiency.

Findings:

Research was done through questioners and it was found out those leaders who care about their
employees and fulfill their needs, gets higher production and high job satisfaction.

Five leadership styles:

Based on this managerial grid, the resulting five leadership styles are as follows:

Impoverished management:

Impoverished Management or Leadership is a lazy approach where manager shows low

concern for both people and production. Leaders are mostly ineffective because they have no
interest in creating system and environment for production and employees satisfaction
respectively. In most of the cases, it is done when leader is near retirement or termination so he
loses all interest in the company and do minimum amount of work daily in order to get his job
done. As a result, employees also stop their hard work due to which production suffers and
profitability suffers.

Task management:

In task management, concern for production is higher but no concern for people. These leaders
are only task oriented. The employees’ needs are not taken care of and they are simply a means
to an end. The leader believes that efficiency can result only through proper organization of work
systems and through elimination of people wherever possible. This is mostly done when a
manager is hired with a new task and he tries to complete it as soon as possible so he just dictates
the rules and demands the result without considering employees issue.  Due to this behavior,
profitability increase but employees are not satisfied and go towards turn over as soon as they get
a chance from any other company.
Middle-of-the-road management:

As clear from the name, it is middle level approach where concern for people and concern for
production both are at moderate stage. The leader does not push the boundaries of achievement
resulting in average performance for organization. In this scenario, neither employee nor
production needs are fully met.

Country club management:

In country club management, concern for people is higher but concern for production is lowest.
Leaders care about their employees a lot. They feel that such a treatment with employees will
lead to self motivation and will find people working hard on their own. This happens mostly
when a manager is newly promoted so he avoids criticism and tries to maintain a friendly
environment with his employees but production suffers due to this much leniency.

Team management:

This is the best option among all other. Both concern for people and concern for production are
at their highest. For example, an experienced manager inspires commitment from her
employees and promotes career development, but doesn't ignore the need to meet aggressive
deadlines in order to remain competitive because the leader feels that empowerment,
commitment, trust, and respect are the key elements in creating a team atmosphere which will
automatically result in greatest production.

SUMMERIZING:

LEADERSHIP IMPACT ON IMPACT ON

STYLE EMPLOYEES ORGANIZATION

IMPOVERISHED Dissatisfaction, unhappy Insufficient operation,

management high turnover.

Task management Dissatisfaction, high Short peak performance.

turnover.

Middle-of-the-road Neither satisfied nor Average.

management dissatisfied.

Country Club Happy, satisfied, Low productivity.

management friendly

Team management Highly satisfied, happy, Greatest productivity.

motivated.