Discussion 07.2: Effective vs. Ineffective Leadership

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timer Asked: Oct 17th, 2018
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Question Description

Discuss a leader you have known who was either effective or ineffective at motivating people. Identify the type of leader you are discussing (effective or ineffective) before answering the questions below:

• What type of power did s/he use?
• Did the leader emphasize a task-oriented or relationship-oriented style?
• Where did s/he fit on The Leadership Grid (Exhibit 11.6 in your textbook)?
• How did this leader “come across” to followers? Humble and serving others? Egocentric and self-serving? Charismatic and visionary? Transformational or transactional?

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10/17/2018 Print Preview Chapter 11: Leadership: 11.5b The Leadership Grid Book Title: Understanding Management Printed By: Kathylean Ashburn-Riley (ka27343@hotmail.com) © 2017 Cengage Learning, Cengage Learning 11.5b The Leadership Grid Building on the work of the Ohio State and Michigan studies, Robert R. Blake and Jane S. Mouton of the University of Texas proposed a two-dimensional theory called the Managerial Grid®, which was later restated by Robert R. Blake and Anne Adams McCanse as the Leadership Grid®. The model and five of its major management styles are depicted in Exhibit 11.6. Each axis on the grid is a nine-point scale, with 1 meaning low concern and 9 meaning high concern. Exhibit 11.6 The Leadership Grid Figure https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=5565876603478084731102258&dockAppUid=101&eISBN=9781305627772&id=383141637&nbId=965736&snapshotId=965736& 1/4 10/17/2018 Print Preview SOURCE: The Leadership Grid figure, Paternalism figure, and Opportunism figure from Robert R. Blake and Anne Adams McCanse, Leadership Dilemmas—Grid Solutions (formerly The Managerial Grid by Robert R. Blake and Jane S. Mouton) (Houston: Gulf Publishing Company, 1991), Grid figure, p. 29; Paternalism figure, p. 30; Opportunism figure, p. 31. Copyright © 1991 by Blake and Mouton, and Scientific Methods, Inc. Reproduced by permission of the owners. Concept Connection Phelan Ebenhack/ZUMAPRESS/Newscom How has Clarence Otis, Jr.’s leadership style changed since he became CEO of Darden Restaurants? His experience has driven home the importance of team management (A management style that is often considered the most effective style and is recommended for leaders because organization members work together to accomplish tasks.) . Otis has found that “it’s less and less about getting the work done, and more and more about building the team.” His team includes 180,000 employees working in the largest full-service restaurant operation in the United States. Darden’s new headquarters was designed to facilitate teamwork among its brands—especially Olive Garden, Red Lobster, and Longhorn Steakhouse—by bringing approximately 1,500 executives and support staff previously scattered in separate buildings under one roof for the first time. https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=5565876603478084731102258&dockAppUid=101&eISBN=9781305627772&id=383141637&nbId=965736&snapshotId=965736& 2/4 10/17/2018 Print Preview Team management (9, 9) often is considered the most effective style and is recommended for leaders because organization members work together to accomplish tasks. Country club management (1, 9) occurs when the primary emphasis is given to people rather than to work outputs. Authority-compliance management (9, 1) occurs when efficiency in operations is the dominant orientation. Middle-of-the-road management (5, 5) reflects a moderate amount of concern for both people and production. Impoverished management (1, 1) means the absence of a management philosophy; managers exert little effort toward interpersonal relationships or work accomplishment. Remember This Two basic leadership behaviors identified as important for leadership are attention to tasks and attention to people. Consideration is the term used by researchers at The Ohio State University to describe the extent to which a leader is sensitive to subordinates, respects their ideas and feelings, and establishes mutual trust. Initiating structure is the term that describes the extent to which a leader is task-oriented and directs subordinates’ work activities toward goal accomplishment. Researchers at the University of Michigan used the terms employee-centered leaders and job-centered leaders to describe the same two basic leadership behaviors. The Leadership Grid® (The Leadership Grid is a two-dimensional leadership model that measures the leader’s concern for people and concern for production to categorize the leader in one of five different leadership styles.) is a two-dimensional leadership model that measures the leader’s concern for people and concern for production to categorize the leader in one of five different leadership styles. https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=5565876603478084731102258&dockAppUid=101&eISBN=9781305627772&id=383141637&nbId=965736&snapshotId=965736& 3/4 10/17/2018 Print Preview Chapter 11: Leadership: 11.5b The Leadership Grid Book Title: Understanding Management Printed By: Kathylean Ashburn-Riley (ka27343@hotmail.com) © 2017 Cengage Learning, Cengage Learning © 2018 Cengage Learning Inc. All rights reserved. No part of this work may by reproduced or used in any form or by any means - graphic, electronic, or mechanical, or in any other manner - without the written permission of the copyright holder. https://ng.cengage.com/static/nb/ui/evo/index.html?deploymentId=5565876603478084731102258&dockAppUid=101&eISBN=9781305627772&id=383141637&nbId=965736&snapshotId=965736& 4/4 ...
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Tutor Answer

NicholasI
School: Purdue University

Hi, kindly find attached

Running Head: EFFECTIVE AND INEFFECTIVE LEADERS

Effective and Ineffective Leader
Student’s Name
Institution
Date

1

EFFECTIVE AND INEFFECTIVE LEADERS

2

Effective and Ineffective Leaders
Being a leader is not easy which is why not all people make good leaders. There are two
types of leaders; effective and ineffective leaders. Effective leaders often succeed because they are
honest, take responsibility for their actions, involve their followers in the decision-making process,
and the relationship between them and their followers is open and trusting (Croft & Seemiller,
2017). Ineffective le...

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