3 Leadership Behaviors

Updated: Sep 28, 2020


There are many Leadership style theories here is one I think is easy to understand and replicate. Which of them represents your style?

A major program of research on leadership behavior was carried out by re-searchers at the University of Michigan during the 1950’s. The research found three types of leadership behavior differentiated between effective and ineffective managers.

  1. Task- oriented behavior.

Effective managers did not spend their time and effort doing the same kind of work as their subordinates. Instead, the more effective managers concentrated on task- oriented functions such as planning and scheduling the work, coordinating subordinate activities, and providing necessary sup-plies, equipment, and technical assistance.

Moreover, effective managers guided subordinates in setting performance goals that were high but realistic. The task-oriented behaviors identified in the Michigan studies appear similar to the behaviors

  1. Relations- oriented behavior.

The effective managers were also more supportive and helpful with subordinates. Supportive behaviors that were correlated with effective leadership included showing trust and confidence, acting friendly and considerate, trying to understand subordinate problems, helping to develop subordinates and further their careers, keeping subordinates informed, showing appreciation for subordinates’ ideas, allowed considerable autonomy in how subordinates do the work, and providing recognition for subordinates’ contributions and accomplishments.

Likert proposed that a manager should treat each subordinate in a supportive way that will build and maintain the person’s sense of personal worth and importance.

  1. Participative leadership.

Effective managers used more group supervision instead of supervising each subordinate separately. Group meetings facilitate sub-ordinate participation in decision making, improve communication, promote cooperation, and facilitate conflict resolution.

The role of the manager in group meetings should be primarily to guide the discussion and keep it supportive, constructive, and oriented toward problem solving. However, use of participation does not imply abdication of responsibilities, and the manager remains responsible for all decisions and their results.

Source: Yukl, G. (2006). Leadership In Organizations. Upper Saddle River: Pearson Education, Inc.

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