Leadership Styles Management Essay Example for Free

leading Styles Management Essay Production-centered managers mess rigid employment standards, organized asks down to the cobblers last detail, prescribed work methods o be followed and closely supervised their subordinates work Employee-centered managers encouraged subordinate employment in goal setting and in other work decisions and helped ensure racy cognitive operation by inspiring trust and respect roughly effective leadershipMost effective leaders were those who had supporting relationships with their subordinates, tended to use group rather than individual decision making, and encouraged their subordinates to set and achieve high performance goals. Managerial Grid (Blake and Mouton Studies)developed by Robert Blake and Jane Mouton identifies 5 different types of management behaviors found on the various ways that task-oriented and employee-oriented moods can interact with each otherStyle 1,1 (impoverished management) low business for people, low concern for t asks or performance laissez-faire management leader abdicates his or her leadership occasionStyle 1,9 (country club management) high concern for employees, low concern for tasksStyle 9,1 (task or authoritarian management) high concern for production and efficiency, low concern for employeesStyle 5,5 (middle-of-the-road management) an intermediate amount of concern for both production and employee satisfactionStyle 9,9 ( team or democratic management) high concern for both production and employee morale and satisfaction most effective leadership behaviorHi. Alam kong FC ako sa ginagawa ko pero di ko na talaga matiis eh. Haha. Sorry kung na-intrude ko ang privacy mo dito sa FB. Masyado lang kasi akong na-mesmerized dun sa story mong ICH Book 1. Di ko nga alam kung gagamit ako ng po at opo o tatawagin kitang Ate habang tinatype ko to.Haha. Kahit hindi ako nagcocomment sa updates mo (sorry po, tinatamad kasi akong gumawa ng account doon D), gusto ko lang sabihin na nagustuhan k o yung plot ng story mo at grabe ang kaba ko habang papalapit na ako sa ending.Kahit ending na sya, naramdaman ko pa rin yung thrill. Hindi nakakasawang ulit-ulitin. Noon pa, curious na talaga ako sa identity mo pero may hint na ako na sa UP ka nag-aaral dahil dun sa jeepney ekek na nasabi mo. 3 Curiousity killed the cat but satisfaction brought it back. Wala lungs trip ko lang po isingit to. Mehehehe. Nakita ko po kasi yung link para sa FB account mo kaya ni-click ko na. XD First term kong mag-message sa isang writer ng story kaya pagpasensyahan mo na ako kung mukhang walang sense itong na-type kong message. Wahaha. Yun lang, byebye. =) FC ako, SORRY po ulet. )))) System 4 ManagementRensis Likert, incorporating the basic style categories of task orientation and employee orientation, devised his own model of management effectiveness.Four Leadership SystemsSystem 1characterized as exploitive and authoritativeManagers make all work-related decisions and order their subordinates to ca rry them out. misery to meet the managers goals results in threats or punishments. Managers score little trust or confidence in subordinates.Subordinates business the managers.System 2benevolent authoritativeSubordinates who meet or exceed the managers goals may be rewarded. Managers have a condescending attitude toward their subordinates and subordinates ar cautious when dealing with their managers.System 3consultativeManagers set goals and issue general orders after discussing them with subordinates. Subordinates can make their own decisions about how to carry out their ttasks. Rewards are used to motivate subordinates.Subordinates feel free to discuss most work-related matters with their managers, who, in turn, feel that to a bouffant extent subordinates can be trusted to carry out their tasks properly.System 4participativeLikerts final and most favored management styleGoals are set and work-related decisions are made by group.To motivate subordinates, managers not only use economic rewards but also try to give their subordinates feelings of worth and importance proceeding standards exist to permit self-appraisal by subordinates, rather than to provide managers with a tool to control subordinates. Interaction amidst managers and subordinates is frank, friendly, and trusting.Low productivity Systems 1 and 2 stylesHigh productivity Consultative or Participative leadership style System 4 management desirable management in a wide variety of work situationsHigh in consideratenessLowest turnover ratesHighest employee satisfactionLow in considerationHigh in initiating structtureHigh grievance and turnover rates