OGL 300

Jameson Still
Mod3: Paper 1

Study The Leadership Grid (Figure 4.1 p.77) and explain the derivation of the five major
styles.

 Define and describe each of these styles. (20pts)

There are 5 major styles, Country-Club Management, Team Management, Middle-

of-the-Road Management, Impoverished Management and Authority-Compliance

Management. Country-Club Mgt tends to be a more friendly organization and

relationship based towards its workforce. It has a more satisfying feel working

within the organization itself. Team Mgt is just as it sounds, you feel more like a

team trusting and respecting others to do their parts for a common goal. Those who

work within the team are committed to one another. Middle-of-the-Road Mgt is

more of a “just right” kind of attitude. It focuses on just enough to work hard and

complete the goals but keeping up the moral of the employees with certain

concessions to make the work environment more enjoyable. Impoverished Mgt can

be considered the lowest form of styles, and this is attained by minimum effort for

the organization to get the required work completed. Thus, creating just minimum

of those involved in that work engaged enough to complete it. Authority-

Compliance Mgt is best defined as more of concern for results, as the results rank at

it’s highest on The Leadership Grid. Whereas its concern for the employees is at the

lowest, a 1. This typically would not be a great way to be lead in my opinion.

  Choose two of the five styles and give examples as to in what types of situations
might each style be the best one to use? As a follower, how do you respond to each
leadership style? (5 pts)

Country-Club Management would be more like a sales-driven organization that

cultivates a positive atmosphere to produce a winning attitude amongst its

employees. This kind of environment would allow those individuals to be creative

with sales techniques to obtain sales goals. It would foster the sales-client

relationship to the point that client establishes a warm relationship and doesn’t feel

as it’s being sold to. I know that is how I would respond to that sort of leadership

style. I was very happy under that style when I worked in those environments.

The other style would be Team Management and this type of leadership works well

in Project Management. As Project Manager your main prerogative is to work within

a team to complete the objective. Having Team Management as your leadership

style can only facilitate those who are working towards that objective. Trust and

Respect are key factors as a PM so this hits on all levels. This is right in my

“wheelhouse” so to speak. As a Project Manager I thrive within this style and leading

in this style.

Rate yourself on the Leadership Behavior Questionnaire (p.89).  (5 pts)

 What is your score? Do you think the score is an accurate representation of your
leadership style? Do your scores suggest that you are more task-oriented or people-
oriented? Does this leadership style works for you?
 My scoring is as follows: Task I scored a 43 and for relationship it was 50. I feel that it is

pretty accurate of my style. Based on this I am more people-oriented and this leadership

style works for me.

Review Blanchard’s SLII Model (Figure 5.1 p.97). (15pts)

 Does a leader’s motivation for adapting his or her leadership style have any effect on
followers? In other words, would a leader with a high concern for task differ from a
leader with a high concern for relationships? In what way?

I believe it would, as some leaders although they say that they put emphasis on

relationships, it’s under false pretenses to attain the completion of the tasks. They

do it for their own benefit. I think those that focus on the tasks, do just that, they

focus on the tasks and the relationships are thrown to the wayside.

 How can a leader be sure his or her perceptions of followers’ competence and
commitment are accurate?

Leaders can be sure by building relationships with their followers’ and thus this will

lead to a better understanding of them. You must be able to learn about your

people to understand them. Like anything else it takes work to build the

relationships

Complete Situational Leadership: A Brief Questionnaire (p.111). (15pts)

 How well did you do? What factors might make it harder for you to be more
directive as a leader? More supportive?

I scored 1 out of 4, I feel that being more supportive and someone who doesn’t

micro-manage that lead to the way the I scored. I do not believe it would be hard for

me to me more direct, that just not my style.