terewsafe.blogg.se

These managers attempt to maintain a balance of results and people objectives. This quadrant of the Blake Mouton Managerial Grid is home to the “status quo” manager. Middle-of-the-Road Management (medium results & medium people) On the contrary, a manager who believes people are self-motivated and happy to work is said to follow Theory Y. Theory X assumes that employees are naturally unmotivated and dislike working. This style of leadership often follows the Theory X approach to motivation. Furthermore, this style of leadership often struggles to retain high performers. This approach can drive off-the-chart product results at first, but low morale and motivation ultimately impact performance. They also typically view punishment as an effective means of motivating their team. Managers in this quadrant of the Blake Mouton Managerial Grid are autocratic, have strict work rules, policies, and procedures. The team’s needs always take a backseat to productivity. Many refer to managers in this quadrant as being “authoritarian.” Mangers in this category believe that their team members are nothing more than a means to an end. Produce-or-Perish Management (high results & low people) The results are typically rich with disorganization, dissatisfaction, and disharmony. They also exhibit little interest in creating a satisfying or motivating team environment. These leaders show little regard for creating effective systems. Impoverished, or “indifferent” managers are mostly ineffective. Impoverished Management (low results & low people) Let’s dive into the grid and take a look at each of the quadrants in greater detail. The 5 Types of Leadership According to the Blake and Mouton Grid