The document summarizes two influential leadership studies from Ohio State University and the University of Michigan. The Ohio State studies identified two critical leadership dimensions - initiating structure, which is task-oriented, and consideration, which is people-oriented. The Michigan studies similarly found two styles - production-centered/task-oriented leadership and employee-centered/relation-oriented leadership. Both studies found that while production-oriented styles increased productivity slightly more, employee-oriented styles led to greater employee satisfaction and less absenteeism.

1. OHIO STATE
&
MICHIGAN
LEADERSHIP THEORY
Presented by
Sharath .Y.M

2. OHIO STATE STUDIES
 In 1945 the bureau of business research at OHIO state university initiated
a series of studies on leadership.
 They found two critical characteristics either of which could be high or low
and were independent of one another.
 The research was based on questionnaires to leaders and subordinates :
i. Leader Behavior Description Questionnaire (LDBQ)
ii. Superviser Behavior Description Questionnaire (SDBQ)
OBJECTIVE
 Identify the major dimensions of leadership.
 Investigate the effect of leader’s behavior.

3. ACTIONS
 INITIATING STRUCTURE
i. Establishes well defined patterns of organization
ii. Develop channels of communication
iii. To supervise the activities of employees
iv. Scheduling work to be done
v. Maintaining definite standard of performance
 CONSIDERATION
i. Friendliness
ii. Mutual trust
iii. Respect
iv. Supportiveness
v. Openness
vi. Concern for the welfare of employees

4. INITIATING
STRUCTURE
CONSIDERATION
INITIATING STRUCTURE CONSIDERATION
Task oriented People oriented
Letting group members know what is
expected from them
Often helps people under you with their
personal problems
Fix standard Willingness to change

5. Which style is better
 Both initiating and consideration are important for successful
leading teams without initiating structure behavior
,subordinates what is expected how to coordinate their work
with others
 Like wise lack of consideration behavior from the leader may
leave employees feeling unsupportive , unrecognized or
confused as they try to navigate conflicts issues in their roles
without any sense of feed back how they are doing

6.  High on one dimension does not mean low on another
 Followers of leaders high in consideration were more satisfied
motivated& respect for their leaders
 leaders high in initiating structure increased organizations
productivity & performance

7. MICHIGAN STUDIES
RESEARCH
 These empirical studies were conducted slightly after WORLD WAR II by the institute
of Social Research at the university of Michigan.
 A famous series of studies on leadership were done in Michigan University, starting in
the 1950s.
 The purpose of these studies was to identify styles of leadership behavior that results in
higher performance and satisfaction of a group.
OBJECTIVE
To locate behavioral characteristics of leaders that appeared to be related to
measure of performance effectiveness

8. ACTIONS
 Production centered Leadership/ Task 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).
 Employee centered Leadership /Relation oriented leadership
i. To treat subordinates as a human beings
ii. To show concern for the employees needs, welfare etc…
iii. To foster employee participation in decision making
iv. To motivate employees

9. CONCLUSION
• Favored the leaders who were employee oriented in
behavior
• Recommend only one dimension important for a
manager to be successful
i.e. employee –oriented leadership

10. Closely related Ohio state dimension
– Employee oriented = consideration
– production oriented = initiating structure
Following are the findings:
 Both styles led to increase in production, but it was slightly more in
production oriented style.
 But production oriented style led to decrease satisfaction and increase
turnover and absenteeism
 Whereas employee centered style increases satisfaction and decreases
absenteeism