Blake_and_Mouton_Managerial_Grid_Complete_Presentation.pptx

leadership

1. Blake and Mouton’s Managerial Grid Understanding Leadership Styles for Effective Management

2. What is the Managerial Grid? • Developed by Robert Blake and Jane Mouton in the 1960s. • It maps management styles along two axes: 'Concern for People' (Y-axis) and 'Concern for Results' (X-axis). • The model identifies five key managerial styles based on the degree of focus on people versus results.

3. The Five Management Styles 1. Impoverished Management: Low concern for both people and results. 2. Country Club Management: High concern for people, but low concern for results. 3. Authority-Compliance: High concern for results, low concern for people. 4. Middle-of-the-Road Management: Moderate concern for both people and results. 5. Team Management: High concern for both people and results.

4. Impoverished Management (1,1) • Low concern for both people and results. • Minimal effort is put into managing or engaging with employees. • Often leads to disorganization, dissatisfaction, and inefficiency. • Suitable for organizations or situations where minimal involvement is needed.

5. Country Club Management (1,9) • High concern for people, but low concern for results. • Focuses on maintaining a friendly atmosphere, often at the expense of productivity. • Prioritizes employee comfort and happiness over organizational goals. • May lead to inefficiencies and underperformance in highly competitive environments.

6. Authority-Compliance (9,1) • High concern for results, low concern for people. • Emphasizes efficiency, productivity, and task accomplishment. • Often leads to an autocratic style of leadership, where employees are treated as resources. • Can create a hostile environment, with little regard for employee satisfaction.

7. Middle-of-the-Road Management (5,5) • Moderate concern for both people and results. • Attempts to balance the needs of people with organizational goals. • Often leads to satisfactory performance, but may prevent organizations from excelling. • Suitable for organizations where stability and steady progress are more important than innovation.

8. Team Management (9,9) • High concern for both people and results. • Encourages teamwork, trust, and respect while also driving high productivity. • Often seen as the ideal leadership style, balancing employee satisfaction with organizational success. • Fosters a positive work environment that promotes growth, innovation, and achievement.