The document describes Blake and Mouton's Managerial Grid model for analyzing leadership styles. The grid plots concern for production on one axis and concern for people on the other, identifying five primary styles: impoverished, produce or perish, country club, middle of the road, and team. It also briefly mentions two additional styles - opportunistic and paternalistic. The grid is used as a tool for managers to evaluate their own leadership approach. While useful, the model does not account for all relevant situational factors and aspects of leadership.

1. •
the degree to which a leader considers the
needs of team members, their interests, and areas of personal
development when deciding how best to accomplish a task
•
The degree to which a leader
emphasizes organizational efficiency and high productivity when
deciding how best to accomplish a task

3. Impoverished style (Indifferent)
• Managers have low concern for
both people and production.
• Managers use this style to
preserve job and job seniority
• The main concern for the
manager is not to be held
responsible
for
any
mistakes, which results in less
innovative decisions.

4. Produce or Perish(The dictatorial)
• High
concern
for
production, and a low
concern for people, managers
using this style find employee
needs unimportant
• Pressure employees through
rules and punishments to
achieve goals
• This style is often used in
cases of crisis management.

5. Country Club (Accommodating)
• High concern for people and
a low concern for production.
• Managers using this style pay
much attention to the
security and comfort of the
employees, in hopes that this
will increase performance.
• The resulting atmosphere is
usually friendly, but not
necessarily very productive.

6. Middle-of-the-road (Status quo)
• Concern for both people and
production
• Managers hope to achieve
suitable performance
• Balance between company
goals and workers' needs.
• Gives away a bit of each
concern so that neither
production nor people
• needs are completely met.

7. The Team style (sound)
• High concern is paid both to
people and production.
• Managers choosing to use
this style encourage
teamwork and commitment
among employees.
• This method relies heavily on
making employees feel
themselves to be constructive
parts of the company.

8. • The opportunistic style: Individuals using this style do not have a fixed
location on the grid. They adopt whichever behavior offers the greatest
personal benefit.
• The paternalistic style: Managers using this style praise and support, but
discourage challenges to their thinking.
Merit:
The Managerial or Leadership Grid is used to help managers analyze their
own leadership styles through a technique known as grid training
Demerit:
The model ignores the importance of internal and external limits, matter and
scenario. Also, there are some more aspects of leadership that can be
covered but are not.