2. Introduction This phase of leadership began during World War II in efforts to develop better military leaders. Causes The trait theory was unable to explain leadership effectiveness The Human Relations movement
3. The Ohio State Studies Study derived from a list of behaviors exhibited by leaders Two dimensions of leader behavior Consideration Initiating Structure
4. Consideration Involves leader behavior associated with creating mutual respect or trust Focus on concern for Group members’ needs and desires
5. Initiating Structure Leader behavior that organizes and defines what group members should be doing to maximize output.
6. Four Leadership Styles Low Structure, high consideration Less emphasis on structuring employee tasks while the leadership concentrates on satisfying employee needs and wants Low structure, low consideration The leader fails to provide necessary structure and demonstrates little consideration for employee needs and wants High structure, high consideration The leader provides a lot of guidance about how tasks can be completed while being highly considerate of employee needs and wants High structure, low consideration Primary emphasis is placed on structuring employee tasks while the leader demonstrates little consideration for employee needs and wants
7. University of Michigan Studies Goal: to identify behavioral differences between effective and ineffective leaders Results: Two different styles of leadership Employee centered Job centered
8. Conclusions Effective leaders: Have supportive or employee-centered relationships with employees Use group rather than individual methods of supervision Set high performance goals
9. Takeaways from Behavioral Styles Theory Leaders are born, not made Opposite of Trait Theory Leader behaviors can be systematically improved and developed No best style of leadership Depends on situation at hand There is a difference between how frequently and how effectively managers exhibit various leadership behaviors
