Ohio & Michigan state theories of leadership - Organizational Behaviour & HRM

1. THEORIES
OF
LEADERSHIP

2. CONTENTS
What is Leadership?
Theories of Leadership
Ohio State Leadership Study
Michigan State Leadership Study
Isha Joshi - MIB

3. LEADERSHIP
Leadership can be defined as
the ability of the management to
make sound decisions and
inspire others to perform well.
It is the process of directing the
behaviour of others towards
achieving a common goal.
Isha Joshi - MIB

4. THEORIES OF LEADERSHIP
OHIO STATE
LEADERSHIP
THEORY
MICHIGAN
STATE
LEADERSHIP
THEORY
Isha Joshi - MIB

5. OHIO STATE LEADERSHIP THEORY
 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.
OBJECTIVE OF THE STUDY –
Identify the major dimensions of leadership.
Investigate the effect of leader’s behavior.
Isha Joshi - MIB

6. Consideration and Initiating Structure are two
dimensions of Leader behaviour identified as a
result of the Ohio State Leadership Study.
According to the findings of these studies,
leaders exhibit two types of behaviours, People-
Oriented (consideration) and Task-Oriented
(initiating structure), to facilitate goal
accomplishment.
Isha Joshi - MIB

7. CONSIDERATION
Consideration is the extent to which a leader exhibits concern for the welfare
of the members of the group. This factor is oriented towards interpersonal
relationships, mutual trust and friendship.
This leadership style is People-Oriented.
Some of the statements used to measure this factor:
 Friendliness
 Mutual trust
 Respect
 Supportiveness
 Openness
 Concern for the welfare of employees
Isha Joshi - MIB

8. INITIATING STRUCTURE
Initiating Structure is the extent to which a leader
defines his and the group members’ roles, initiates
actions, organizes group activities and defines how
tasks are to be accomplished by the group.
This leadership style is Task-Oriented.
Some of the statements used to measure are –
Letting group members know what is expected of
them
Maintaining definite standards of performance
Scheduling the work to be done
Asking that group members must follow the
standard rules & regulations
Isha Joshi - MIB

9. INITIATING
STRUCTURE
V/S
CONSIDERATION
Isha Joshi - MIB

10. 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
Fixed standards Willingness to change
Isha Joshi - MIB

11. WHICH STUDY 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
Isha Joshi - MIB

12. WHAT DO WE LEARN FROM THIS?
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.
Isha Joshi - MIB

13. MICHIGAN STATE LEADERSHIP THEORY
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 OF THE STUDY–
To locate behavioral characteristics of leaders that appeared to be related to
measure of performance effectiveness.
Isha Joshi - MIB

14. Production Centered Leadership (Task
Oriented)
 Rigid work standards, procedures
and rules.
 Close supervision of the
subordinates
 Technical aspect of the job
 Employees are considered as a tool
to accomplish the goal (not
treating like a human being).
Isha Joshi - MIB

15. Employee Centered Leadership (Relation
Oriented Leadership)
 To treat subordinates as a human beings
 To show concern for the employees needs, welfare
etc.
 To foster employee participation in decision
making
 To motivate employees
Isha Joshi - MIB

16. WHAT CAN WE CONCLUDE?
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
 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 increased satisfaction and
decreased absenteeism
Isha Joshi - MIB

17. Isha Joshi - MIB