#Blake mouton managerial grid origin how to
#Blake mouton managerial grid origin full

Long term it will be difficult to keep the high achievers of your team, as they will seek greener pastures. While you can produce great results they are usually short-lived, because over time team moral starts to drop as their needs are ignored. Your style is often autocratic, and you see your team as a means to an end achieve results, nothing more. YouвЂ™re this type of leader if youвЂ™re only interested in results. Produce or Perish Management (Low people/High results) This style of leadership is only advisable if you have a highly motivated and competent team working for you. You may be able to avoid blame for failure for a while, but usually not forever. This typically means tasks arenвЂ™t being completed to the standard required by the organization, and that team members are dissatisfied too, but you are just doing enough to keep your job. You are not interested in getting the job done, nor are you interested in creating a motivated team.

YouвЂ™re this type of leader if youвЂ™re indifferent to both people and results. Impoverished Management (Low people/Low results) LetвЂ™s examine each of these styles of management in more detail. For example, there are times when the Produce or Perish Style is most appropriate, such as when a business needs to be turned around quickly before it goes out of business.

#Blake mouton managerial grid origin full

It can be easy to jump to the conclusion that the Team Management Style is the best style as it focuses strongly on both people and results, but that isnвЂ™t the full story. The five leadership styles are overlayed onto the grid in the diagram below: Whilst your preferred style could fall into any position on the grid, Blake and Mouton partitioned the grid into five styles of management:

#Blake mouton managerial grid origin how to

Leaders with a high concern for results emphasize deadlines, goals, and high productivity when determining how to achieve a task. The original model called this dimension concern for production but it makes more sense these days to think of it as concern for results. Leaders with a high concern for people will take into account each team memberвЂ™s preferred type of task and their personal development needs, amongst other things. This is the degree to which the leader considers the needs of their team members when deciding how best to complete a task. The Blake Mouton grid is a matrix that characterizes leaders based on two dimensions: 1. The grid tries to find the middle ground between McGregorвЂ™s Theory X and Theory Y employees. The grid came to be during the time when Blake and Mouton worked as consultants for Exxon. Mouton, also an American management theorist, was born in Texas in 1930. BackgroundThe model was created by Robert Blake and Jane Mouton.Д«lake was an American management theorist, born in Massetutics in 1918.