leadership styles administration essay

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→ Production-centered managers – set strict work standards, organized requires down to the final detail, prescribed work methods o end up being followed and closely closely watched their subordinates’ work

→ Employee-centered managers – encouraged subordinate participation in goal setting in addition to other operate decisions and helped ensure high performance simply by inspiring trust and respect most effective management

Most effective frontrunners were those who had supporting relationships with their subordinates, tended to use group rather than individual decision making, and encouraged all their subordinates to set and obtain high performance goals.

Bureaucratic Grid (Blake and Agnelet Studies)

developed by Robert Blake and Jane Mouton identifies 5 several types of management behaviors based on the many ways that task-oriented and employee-oriented styles may interact with the other person

Style 1, 1 (impoverished management) – low matter for people, low concern intended for tasks or production laissez-faire management – leader abdicates his or her management role

Style 1, being unfaithful (country club management) – high concern for employees, low concern pertaining to tasks

Style 9, you (task or perhaps authoritarian management) – large concern pertaining to production and efficiency, low concern for employees

Style your five, 5 (middle-of-the-road management) – an intermediate amount of concern for the two production and employee fulfillment

Style being unfaithful, 9 ( team or perhaps democratic management) – excessive concern to get both production and worker morale and satisfaction; most effective leadership habit

Hi. Alam kong FC ako social fear ginagawa ko pero dalam ko na talaga matiis eh. Super. Sorry kung na-intrude ko ang privateness mo wiewohl sa WIKIPEDIA. Masyado lang kasi akong na-mesmerized dun sa story mong ICH Book 1 . Di ko nga alam kung gagamit ako ng “po at opo” to tatawagin kitang “Ate” habang tinatype ko to. Super. Kahit hindi ako nagcocomment sa updates mo (sorry po, tinatamad kasi akong gumawa ng account doon: D), gana ko lang sabihin bist du nagustuhan ko yung story ng story mo in grabe ang kaba ko habang papalapit na ako sa stopping.

Kahit stopping na sya, naramdaman ko pa rin yung “thrill”. Hindi nakakasawang ulit-ulitin. Midday pa, interested na talaga ako social fear identity mo pero might hint na ako em sa UP ka nag-aaral dahil dun sa jeepney ekek na nasabi mo.: 3 “Curiousity killed the cat although satisfaction brought it back. ” Wala lungs trip ko lang po isingit to. Mehehehe. Nakita ko po kasi yung link afin de sa HUB PAGES account mo kaya ni-click ko mhh. XD First time kong mag-message sa isang writer ng story kaya pagpasensyahan mo na ako kung mukhang walang feeling itong na-type kong message. Wahaha. Yun lang, byebye. =) FC ako, SORRY po ulet.: )))) Program 4 Administration

Rensis Likert, incorporating the basic style types of task orientation and worker orientation, created his own model of managing effectiveness.

4 Leadership Systems

Program 1

characterized while exploitive and authoritative

Managers make every work-related decisions and buy their subordinates to carry these people out. Failure to meet the managers’ desired goals results in threats or punishments. Managers possess little trust or self-confidence in subordinates.

Subordinates fear the managers.

System a couple of

benevolent authoritative

Subordinates who meet or exceed the managers’ goals can be rewarded. Managers have a condescending frame of mind toward their subordinates and subordinates will be cautious once dealing with their particular managers.

System 3


Managers set goals and issue standard orders following discussing associated with subordinates. Subordinates can make their particular decisions about how exactly to carry out their particular ttasks. Advantages are used to motivate subordinates.

Subordinates feel free to talk about most work-related matters with the managers, who, in turn, feel that to a large extent subordinates could be trusted to handle their tasks properly.

Program 4


Likert’s final and most favorite management design

Desired goals are established and work-related decisions are created by group.

To inspire subordinates, managers not only make use of economic rewards but also try to offer their subordinates feelings of worth and importance Efficiency standards are present to permit self-appraisal by subordinates, rather than to supply managers using a tool to manage subordinates. Discussion between managers and subordinates is honest, friendly, and trusting.

Low productivity → Systems one particular and 2 styles

High efficiency → Consultative or Participative leadership style System 4 management → desirable management in a wide variety of work conditions


High in thought

Lowest yield rates

Greatest employee pleasure

Low in concern

High in starting structture

Substantial grievance and turnover rates


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