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OHIO STATE & MICHIGAN LEADERSHIP THEORY

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Leadership Theories of management and Behavior

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OHIO STATE & MICHIGAN LEADERSHIP THEORY

  1. 1. OHIO STATE & MICHIGAN LEADERSHIP THEORY Prepared By-Akhil Dubey Roll no – 02 (Sem 1) MBA(MM) 2016-2018
  2. 2. OHIO STATE STUDIES  In 1945 the bureau of business research at OHIO state university initiated a series of studies on leadership.  This study states 2 dimensions of leaders behavior 1. Initiating Structure 2. Consideration
  3. 3. Initiating Structure  It is task oriented leadership behavior.  In this Leader defines his or her role and group members roles.  Explains how the task to be accomplished by the group.  It includes the following 1.letting group people know what is expected from them. 2. Asking them to follow the rules and regulations. 3. Fix standard.
  4. 4. 1. Being friendly with the group members. 2. Treat people of all group as his or her equal. 3. Respect for group members. 4. Supportiveness towards group members. Consideration
  5. 5. Conclusion  Positive relationship between consideration and Regularity of employees and low grievances.  Positive relationship between Initiating Structure and employees performance but also associates absenteeism & grievances.
  6. 6. MICHIGAN STUDIES  Study conducted slightly after world war 2 of the institute of social research at the university of Michigan.  Purpose of the study is to identify the styles of leadership behavior that result higher performance of group.
  7. 7. Employee oriented  Interpersonal relations, taking personal interest in the needs of employees.  Treating subordinates as a human being.  To motivate the employees.  employee participation in decision making.
  8. 8. Production oriented i. Rigid work standards, procedures and rules. ii. Close supervision of the subordinates. iii. Technical aspect of the job. iv. Employees are considered as a tool to accomplish the goal (not treating like a human being).
  9. 9. Conclusion  Both styles led to increase in production.  Production oriented styles led to decrease in satisfaction and increase in turnover.  Employees oriented styles led to increase in satisfaction but decrease in absenteeism.
  10. 10. The End

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