A presentation on management grid by shruti panchgaur.

1. Session 2018-19
A presentation
on
Management Grid
Presented by:-
Shruti Panchgaur
M.A{Extension & Communication} 3rd sem.
Roll num:- 17414HOM062

2. What is management ?
Management is the
administration of an
organization ,whether it
is a business ,a not-for-
profit organization ,or
government body
What is grid?
In graphic design ,a grid is a
structure made up of a series of
intersecting straight or curved
guide lines used to structure
content .The grid serves as an
armature of framework on which a
designer can organize graphic
elements in a rational ,easy-to-
absorb manner.

3.  Robert Blake-Professor of psychology
,University of texas
 Jane Mouton – Management theorist , A
former student of Blake
 3 basic issues to work upon in an
organization – Production ,People, Boss-
subordinate Relationship

4.  Managerial Grid is a graphical
presentation with concern for production
as the x-axis and concern for people as
the y-axis.
 The scales range from 1(for lowest
priority )to 9 (for highest priority)
 The different position on the graph
indicate different leadership styles

5.  Based on 2 behavioral dimensions:-
 Concern for production-concrete
objectives ,organizational efficiency
and high productivity
 Concern for people-needs of team
members ,their interest ,and areas of
personal development
 Concern of production and concern
of people is a matter of degree in any
organization

8. o (9,1)
o (1,9)
o (1,1)
o (5,5)
o (9,9)
3 major criteria for analysis:-
o Conflict
o Creativity
o Commitment

9.  Emphasis on production
 People are mere tools to meet the ends
 Autocracy ,strict rules and procedures,
punishment
 High labor turnover is inevitable
 Performance is short –lived
 Conflict- Suppressed
 Creativity-Anti-organizational
 Commitment-Anti-organizational

10.  High concern for people
 Assumes that if people are happy and harmonious
,production will take care of itself
 Work environment is happy ,comfortable , relaxed
and friendly
 Production suffers due to lack of direction and
control
 Conflict-Usually avoided or Smoothened
 Creativity-Not much scope
 Commitment-For social relations ,For retention

11.  Low concern for both production and people
 Minimum exertion for effort
 Focus on survival
 Focus on not being held responsible for failure
 Results in disorganization , dissatisfaction and
disharmony
 Inefficient operations
 Conflict-Neutrality is adopted
 Creativity-No scope
 Commitment- Only for survival

12.  Traditions and past practices are analyzed for future
planning
 No arbitrary risks
 Average performance
 Neither production nor people needs are met
 Conflict – Compromise and bargain
 Creativity and commitment are not given much
significance ,both are somewhat average

13.  High concern for both production and people
 Based on mutual trust , respect and understanding
 People are made to believe they are constructive
parts of the organization
 They have a say in the organization
 Increased satisfaction , motivation and production
 Conflict- Confornted
 Creativity – High
 Commitment- High

14.  No fixed position on the grid
 Different styles in different
situations
 Usually ,the one which offers the
greatest personal benefit
 Exhibits manipulation and
exploitation

15.  Migrates from (9,1) to (1,9)and back (9,1)
 Happens because of recessions ,union
management relations ,etc.
 Praise and reward employees for good
work
 Discourage any thinking conflicting their
own
 Also , a migration from (9,1) to (1,1)

16. Diagnose
Evaluate and assess
Trying to fit into the grid
Reaction according to the
situation

17.  This model is used to help managers analyze
their own leadership styles through a
technique known as grid training .
 This is done by administering a questionnaire
that helps managers identify how they stand
with respect to their concern for production
and people.
 The training is aimed at basically helping
leaders reach to the ideal state of 9,9.

18. • The model ignores the important
of internal and external limits
,matter and scenario.
• Also ,there are some more aspect
of leadership that can be covered
but are not.

19.  Each style can be appropriate , neutral or
inappropriate , depending upon the situation
 Essential for every manager to determine his
managerial style because the output he gets is
always proportional to the style that is applied
by him.
 Pro-It helps to reach the ideal (9,9) position
through grid training.
 Con-It does not take internal and external
factors into consideration.

20. THANK YOU!