The Blake Mouton Managerial Grid: Five Leadership Styles
Leadership is the defining factor of a successful organization today. With the large number of companies in the world, there are just as many leadership styles. Understanding the different leadership styles is vital to the development of a management team as well as the organization. Matching the leadership style with the type needed for the organization in that point in time will impact the company in a positive manor. We can see examples of that in large corporations that will experience a shift in management when the level of production falls under a certain benchmark. The Blake Mouton Managerial Grid consists of five different leadership styles. The different styles outline the behaviours, traits, attitudes and focuses of the various leadership styles. The five styles are; Country Club, Impoverished, Middle of the Road, Team Leader, Produce or Perish leader. The model outlines how emphasizing on a particular area such as production could have negative repercussions onto another such as people. The grid is based on the idea that when the concern for both production and people are high, employee engagement and production will rise as well.
Impoverished Leadership
This type of leader has a negative effect on the organizations. Without any systems in place for completing tasks and creating a hostile, uninviting and non motivational environment, this leadership style is the most ineffective. This type of leader is “Low Production/Low People”. The impoverished leader does not set performance expectation which leaves the staff unaware of the tasks which need to get accomplished or how to accomplish them the correct way because no formal training had been provided to the With...
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...del where Production and People are stressed equally. This type of leadership sets high expectations of the employees and makes sure they accomplish the tasks by working with the team. They also set incentive programs which help the staff stay motivated and they also create an environment of constant learning and trust amongst the team and making sure the staff is satisfied and comfortable.
Produce or Perish Leadership
The produce is perish leadership puts an emphasis on high production and not so much on people. With this style of leadership they believe that employees are expendable. They need to watched over and you have to be very strict and views punishment as the most effective means to motivate employees.
Works Cited
http://www.mindtools.com/pages/article/newLDR_73.htm
http://www.mbsportal.bl.uk/taster/subjareas/busmanhist/mgmtthinkers/blakemouton.aspx
Across the globe, there are CEO’s, managers, and several other individual’s in leadership-type roles that have the expectation of making their company successful in the eyes of the investors, the employees, and the customers that they serve. This may be measured by a company’s gross profitability, employee engagement or overall customer satisfaction. Most companies have leadership models and strategies in place that leaders are expected to use in order to drive the expectations of the company while maintaining consistency across the business. In an effort to examine various types of leadership styles, I have conducted interviews with two individuals that are or have been previously tasked with leading their teams and their company towards success.
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I first encountered the significance of leadership in the tenth grade. Berry College the largest campus in the U.S. was in search of school ambassadors to serve part in a seminar known as HOBY. To get chosen you had to write an essay describing your leadership roles, and at that moment I thought that I did not have any. I literally did not know what it meant to be a leader. I had to brainstorm till I remembered going through one of the most difficult times of my life. The lack of understanding the English language became one of my biggest obstacles, and even caused me to repeat a chapter of my life. However, I did not cease; I continued to fight and strove to help others who were susceptible of following my steps. I used my story as an example, and hoped that it would make a difference in someone else’s life.
...r whole effort into it and they give above and beyond because they want the result to be good for results matter. The leader generates work that meet commitment and generate results that surpass and go above and beyond the normal requirement (Lord & Maher, 1991).
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