This is one of the tools that is very helpful for you to understand your natural leadership tendencies. The leadership style is only effective when other styles are applied per situation. Country Club Leader Dharma manages a few employees at Book Worms Bookstore. This takes into consideration the importance that a leader places on productivity goals. This leads to a stultifying bureaucracy with all its attendant consequences: decisions are based on majority rather than on what is correct so along as the majority are in its favour, promotions are based on seniority rather than merit, creativity is at its nadir since being innovative or creative or indulging in out-of-box thinking is different, it is discouraged. He is not afraid to use ideas that are divergent from his own, but rather focuses on the value of the ideas.
This leader has no system of getting work done, nor is the work environment satisfying or motivating for employees. These will give you a basic understanding of the theory, on which you can base your other combinations. The studies have shown that for best results an employee orientation is better than a production orientation. The leader has got a lot respect for his employees and enthuses and motivates them. These were the most significant factors in leadership. They are intolerant of what they see as dissent it may just be someone's creativity.
The leader has no or very low concern for work deadlines or employee satisfaction, because of which, the organization exhibits disorganization and disharmony. The result is generally medium production and medium people satisfaction. The manager gives some concern to both people and production, hoping to achieve acceptable performance. Patty Mulder is an Dutch expert on Management Skills, Time Management, Personal Effectiveness and Business Communication. Dharma is a country club leader.
Take notes regularly and reflect every day or week, giving yourself an honest appraisal, with the view of identifying how and where you can improve your skills. This creates an environment based on trust and respect, which leads to high satisfaction, motivation and excellent results. Managerial Grid by Blake and Mouton. Thus the managerial grid model categorizes leaders into one of 81 possible categories. The complete opposite of an authoritarian manager, country club managers use rewards as a medium to help employees achieve their goals. It is a very effective style for short-term results even though it usually fails to enthuse the other team members and does not win their willing cooperation.
Managers using this style praise and support, but discourage challenges to their thinking. These are described on two parameters: concern for people and concern for production. Here is a detailed overview of the managerial grid and the different types of managerial styles developed by Blake and Mouton. Managers use this style to preserve job and job seniority, protecting themselves by avoiding getting into trouble. Alternatively, you may be too people focused and perhaps some training on performance management would help balance your skill set? Origin of the Managerial Grid. Critique Using previous experience to anticipate how behaviors have an effect on actions.
Some leaders are very task orientated and less people oriented and just want to get the job done, regardless of how people feel about it, whereas other people may be the complete reverse, opting for a happy camp over task effectiveness. As a result, production is low and employees feel no satisfaction in their work. How to use the Model The first step is identifying your preference as a manager and also being able to understand your effectiveness. This could be improved even further when employees are trusted and are not watched over at all times. In 1951 she earned a Master of Science Degree in Psychology from Florida State University. Concern for production is the degree to which a leader emphasizes objectives and productivity goals when deciding how tasks or jobs should be done.
This collegial management style is, therefore, characterized by low production and high people orientation. Managers using this style pay much attention to the security and comfort of the employees, in hopes that this will increase. It is also an outcome when production and people issues are seen as in conflict. The grid highlights how focusing too much on one dimension at the expense of the other leads to a fall in overall productivity. Employee well-being is neglected; as production is the only point of focus. History While acting as advisors to Exxon, Robert Blake and Jane Mouton concluded that there are many behaviors and motivations in the middle of the X and Y extremes of Douglas McGregor. The leader feels that empowerment, commitment, trust, and respect are the key elements in creating a team atmosphere which will automatically result in high employee satisfaction and production.
Team managers prioritize both the organization's production needs and their people's needs. There is nothing right or wrong in being on the either side of this preference. The leader's major responsibility is to establish harmonious relationships among subordinates and to provide a secure and pleasant work atmosphere. Concern For Production This is a degree to which the leader emphasizes organizational efficiency, productivity and concrete objectives while determining how to accomplish the task. The University of Michigan has produced some of very important studies of leadership.