PRACTICAL REPORT

ON

BLAKE AND MOUTON

MANAGERIAL GRID
Submitted in partial fulfillment of the requirements of
Post Graduate Diploma in Management (PGDM)

Course: OB-II

By
Lakshay Goel
Batch-2021-23
Roll No : PGDM FT- 2021- 006

Bharatiya Vidya Bhavan’s

Usha & Lakshmi Mittal Institute of Management
Copernicus Lane, Kasturba Gandhi Marg
New Delhi

Date of Submission: 16/01/2022

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 AIMS/OBJECTIVES
To assess the leadership quality of the subject using THE BLAKE AND MOUTON
MANAGERIAL GRID

INTRODUCTION
The Blake Mouton Grid plots a manager's or leader's degree of task-centeredness versus their
person-centeredness, and identifies five different combinations of the two and the leadership
styles they produce. It's also known as the Managerial Grid, or Leadership Grid, and was
developed in the early 1960s by management theorists Robert Blake and Jane Mouton.

The model is based on two behavioral dimensions:

Concern for People: this is the degree to which a leader considers team members' needs,
interests and areas of personal development when deciding how best to accomplish a task.
Concern for Results: this is the degree to which a leader emphasizes concrete objectives,
organizational efficiency and high productivity when deciding how best to accomplish a task.

DESCRIPTION OF THE TEST

Blake and Mouton defined five leadership styles based on these, as illustrated in the diagram
below –

 Authoritarian Leader (high task, low relationship)

People who get this rating are very much task oriented and are hard on their workers
(autocratic). There is little or no allowance for cooperation or collaboration. Heavily task-
oriented people display these characteristics: they are very strong on schedules; they expect
people to do what they are told without question or debate; when something goes wrong, they
tend to focus on who is to blame rather than concentrate on exactly what is wrong and how to
prevent it; they are intolerant of what they see as dissent (it may just be someone's creativity),
so it is difficult for their subordinates to contribute or develop.

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 Team Leader (high task, high relationship)
This type of person leads by positive example and endeavors to foster a team environment in
which all team members can reach their highest potential, both as team members and as
people. They encourage the team to reach team goals as effectively as possible, while also
working tirelessly to strengthen the bonds among the various members. They normally form
and lead some of the most productive teams.

 Country Club Leader (low task, high relationship)

This person uses predominantly reward power to maintain discipline and to encourage the
team to accomplish its goals. Conversely, they are almost incapable of employing the more
punitive coercive and legitimate powers. This inability results from fear that using such
powers could jeopardize relationships with the other team members.

 Impoverished Leader (low task, low relationship)

A leader who uses a "delegate and disappear" management style. Since they are not
committed to either task accomplishment or maintenance; they essentially allow their team to
do whatever it wishes and prefer to detach themselves from the team process by allowing the
team to suffer from a series of power struggles.

 Middle-of-the-Road (5, 5)
This is basically a compromising style wherein the leader tries to maintain a balance between
goals of company and the needs of people. The leader does not push the boundaries of
achievement resulting in average performance for organization. Here neither employee nor
production needs are fully met.

The most desirable place for a leader to be along the two axis at most times would be a 9 on
task and a 9 on people -- the Team Leader. However certain situations might call for one of
the other three to be used at times. For example, by playing the Impoverished Leader, you
allow your team to gain self-reliance. Be an Authoritarian Leader to instill a sense of
discipline in an unmotivated worker. By carefully studying the situation and the forces
affecting it, you will know at what points along the axis you need to be in order to achieve the
desired result.

The test consists of 18 questions to answer which, the subject is given a time limit of 30
minutes. He has to rate each question in a range of 0 to 5 based on the following criterion:
Never Sometimes Sometimes Always
0 1 2 3 4 5

The test’s result although reliable is dependent on factors such as the test environment, the
mental state of the subject, his age, mood, etc., and thus also play a vital role in determining
the validity of the test.

MATERIALS REQUIRED
The materials required for the test are the questionnaire, scoring information, pen/pencil,
correction pen/eraser, and a watch (to check time).

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 PARTICIPANT’S PROFILE

Name Ram
Age 23
Gender Male
Country India
Educational Qualification BCA
Occupation Student (PGDM)

PROCEDURE AND ADMINISTRATION

Preparation - The materials required for the test are the questionnaire, scoring information,
pen/pencil, correction pen/eraser, and a watch (to check time).
Rapport - A rapport was created with the participant and he was well informed about the
details of the test so that the test would be conducted properly
Instructions - The test consists of 18 questions to answer which, the subject was given a time
limit of 30 minutes. He has to rate each question in a range of 0 to 5 based on the following
criterion:
Never Sometimes Sometimes Sometimes Sometimes Always
0 1 2 3 4 5

Precautions - The following precautions were taken before the test was conducted:
1. The atmosphere was correct.
2. No disturbance in the surroundings.
3. Mental state of the subject was fine.

Introspective Report –

I Ram, took THE LEADERSHIP ASSESSMENT QUESTIONNAIRE. Before taking the test, I
was confused as to why am I taking this test and what purpose did it have. However, after seeing
the result, I was surprised to know that I am Team Leader rather than a Country Club Leader.
I was a bit nervous before giving the test, however my instructor calmed me down and made me
feel at ease so I was able to give the test with a clear mind and full transparency which will help
me in taking better decisions in the future.
I didn’t face any difficulties while giving the test and any queries were answered by my instructor.

Ram
(Subject’s Signature)

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SCORING AND INTERPRETATION

People Task
Question Value Question Value
1 4 2 5
4 3 3 4
6 4 5 3
9 2 7 5
10 4 8 3
12 3 11 4
14 4 13 3
16 4 15 4
17 2 18 3
TOTAL 30.00 TOTAL 34
*0.2 6 *0.2 6.8

After plotting the final scores on the grid (People-6, Task-6.8) and drawing horizontal and
vertical lines respectively we get the point if intersection which is in Team Leader quad. This
means that the subject portrays Team Leader leadership style.

This shows that the subject leads by positive example and endeavors to foster a team
environment in which all team members can reach their highest potential, both as team
members and as people. He encourages the team to reach team goals as effectively as
possible, while also working tirelessly to strengthen the bonds among the various members.

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DISCUSSION
As a result of taking this test, one major finding that came into picture was that the subject
believed he was Country Club Leader, however the test showed that the subject was a Team
Leader. Thus, the test was helpful in providing the subject with a clearer insight into his
leadership style and thereby enabling him to be a better person at workplace.

CONCLUSION
Based on the findings of the test it can be concluded that the subject is a team leader, and
portrays the characteristics of team leader.
This Managerial or Leadership Grid will help the subject analyze his own leadership style and
help him identify how he stands with respect to their concern for production and people. The
training is aimed at basically helping leaders reach to the ideal state of 9, 9.
The subject will become a better individual and lead his team in a more efficient manner and
better job-fit.

REFERNCES
https://www.mindtools.com/pages/article/newLDR_73.htm

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ANNEXURE

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