BHU LS 600 Chapter 5

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Chapter Objectives
• Explain the task and relationship styles of
leadership.
• Describing the use of task and relationship
leadership in practice.

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• What are some of the tasks you must
attend to as a leader?
• Does that affect your ability to handle
relationships?
• Do you spend more time on tasks or
dealing with relational issues when
you lead? Why?

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• We all have unique habits regarding our
balance of work and play.
• We have similarly unique balances of task-
and relationship-oriented behaviors.
• All of us exhibit a blend of both task and
relationship behaviors in leadership, but
most prefer one style over the other.

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• Task-oriented people are goal oriented
• They want to achieve.
• Their work is where they find meaning.
• Reaching a goal is a positive expression of
who they are.

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• Relationship-oriented people find meaning
in being rather than in doing.
• Instead of seeking out tasks, relationship-
oriented people want to connect with others.
• They have strong orientation in the present
and find meaning in the moment.

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Most leadership falls in the middle of the
continuum between task and relationship
orientation.

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Task Leadership
• Task leadership behaviors facilitate goal
accomplishment.
• The leader initiates structure:
o Organizes work
o Defines responsibilities
o Schedules work activities

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• The leader engages in production
orientation, which stresses
o The production and technical aspects of the
job
o The focus is on how the job will be done

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Task Leadership
• Leaders will always be required to exhibit
some degree of task behavior.
• This depends on the leader’s personal style
and the needs of the situation.

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• Relationship leadership behaviors help
subordinates feel comfortable with
themselves, with each other, and with
the situation.
• They include:
o Consideration behaviors
o Employee orientation
o Concern for people

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• Consideration behavior builds:
o Camaraderie
o Respect
o Trust
o Regard between leaders and followers

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• An employee orientation involves:
o Taking an interest in workers as human
beings
o Valuing their uniqueness
o Giving special attention to their personal
needs

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• A concern for people involves:
o Building trust
o Providing good working conditions
o Maintaining a fair salary structure
o Promoting good social relations

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• Relationship leadership behavior is
about three things:
o Treating followers with dignity and
respect
o Building relationships and helping people
get along
o Making the work setting a pleasant place
to be

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• Which student perspective on task and
relationship styles do you identify with the most?
• Task and relationship leadership behaviors are
inextricably tied together.
• A leader’s challenge is to integrate the two in an
optimal way.
• Understanding your personal styles of work and
play can provide a better recognition of your
leadership.

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• When followers feel uncertain about their roles
and responsibilities and want tasks to be
clarified, task leadership is important.
• When followers want to be affiliated or
connected to others more than they want
direction, relationship leadership is important.
• Effective leaders recognize and adapt to
followers’ needs.

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Leadership Snapshot: Mick Wilz
• Wilz’ unique relationship-oriented approach made the most
difference.
• Wilz is dyslexic and finds reading, writing, and spelling to be
very difficult.
• Because of his difficulties, Wilz relies heavily on visual
communication, which was one reason he decided to inform
employees about the redesign by showing, rather than telling
them.
• Wilz’s struggles and achievements have made him a more
compassionate boss. “Because I had a difficult time when I was
young, I believe in treating others as I would like to have been
treated. I give employees second chances because I know what
its like to struggle,” Wilz says.

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• Using ideas from the chapter, describe Dan’s and
Asher’s styles of leadership.
• How will Asher’s employees, who are used to being able
to manage themselves in their own way, respond to
Dan’s task-oriented style?
• How will Dan’s employees, who are used to being given
clear direction and procedures, respond to Asher’s more
relationship-oriented style?
• If you were an employee at Co-Ed Cleaners, whom
would you want Mark to let go? Explain your choice.

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• We all have preferences when it comes to work
based on task & relationships.
• Our style preferences inform our leadership.
• Understanding your personal styles of work &
play can provide a better recognition of your
leadership.