Style Approach

It offers means of assessing behaviors of leaders and

shows that impact occur through the task they
perform and relationship they create.

Behavioral Approaches
Ohio State Studies
2 major behaviors:
Consideration
- The type of behavior that describes the extent to
which the leader is sensitive to subordinates,
respects their ideas and feelings, and establishes
mutual trust.
Initiating structure
- A type of leader behavior that describes the extent
to which the leader is task oriented and directs
subordinates work activities toward goal
attainment.
A leader may have any of four styles:

high initiating structure low consideration
high initiating structure high consideration
low initiating structure low consideration
low initiating structure high consideration
Ohio State Studies

Initiative structure
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Low
High
Low structure-Low
consideration
High structure-low
consideration
Low structure-High
consideration
High structure-High
consideration
High
Michigan Studies
Employee-centered leaders:
Established high performance goals and displayed
supportive behavior toward subordinates.
Job-centered leaders:
Less concerned with goal achievement and human
needs in favor of meeting schedules, keeping costs
low, and achieving production efficiency.
Job-related Attitudes & Behavior
Adaptability to situation
Direction setting
High performance standards
Risk taking
Giving guidance & Feedback
Stability of performance



Relationship-oriented Attitudes
Aligning and mobilizing people
Concert building
Creating inspiration and visibility
Giving emotional support
Promoting principles and values
Being servant leaders
Blake and Moutons Managerial Grid
A two-dimensional leadership theory that measures
leaders concern for people and concern for
production.
Concern for people: how a leader attends to the
people in the organization trying to achieve its goals.
Concern for production : How a leader is concerned
with achieving organizational task.
Leadership Grid Figure
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7
6
5
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3
2
1
8
1 2 3 4 5 6 7 8 9
Team Management (9,9)
Work accomplishment is from
committed people; interdependence
through a common stake in
organization purpose leads to
relationships of trust and respect.
Country Club Management (1,9)
Thoughtful attention to the needs of
people for satisfying relationships leads to
a comfortable, friendly organization
atmosphere and work tempo.
Middle-of-the-Road Management (5,5)
Adequate organization performance is possible
through balancing the necessity to get out work
with maintaining morale of people at a
satisfactory level.

Impoverished Management (1,1)
Exertion of minimum effort to get
required work done is appropriate to
sustain organization membership.

Authority-Compliance (9,1)
Efficiency in operations results from
arranging conditions of work in such a
way that human elements interfere to
a minimum degree
C O N C E R N F O R P R O D U C T I O N


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Leadership Grid style
Authority-compliance(9,1)
Country club management(1,9)
Impoverished management(1,1)
Middle-of the-road management(5,5)
Team management(9,9)
Paternalism/Maternalism: both(1,9) and (9,1)
Opportunism: Any combination of basic five style
Implication of leadership grid
Leaders have dominant grid style which they uses in
most situation.
Leaders have backup style which they use, when they
are under pressure.
Leader use different style in different situations.
Leaders uses different styles according to needs of
followers.
strength
Include behaviors of leaders.
How they act in different situations.
Assessing leadership with task and relationship
dimensions.
Wide multitude of studies.
Understands leadership process.
Leaders can assess their actions and change their
leadership style.
Many training and development programs are based on
style approach.

Criticism
Not clearly shown how leader styles are associated
with performance outcomes.
Fail to find out universal style of leadership that will be
effective in all situation.
It implies that most effective style is high-task and
high-relationship style.