Evolution of the Behavorial Leadership Model
It promotes participative decision making and team development by supporting individual needs and aligning individual and group objectives. Behavioral Theories of Leadership, also known as “The style approach to leadership” focuses on the behavior of the leader and what leaders do and how they act. Learn about the two general kinds of behaviors; task behaviors and relationship behaviors and advantages of this approach to leadership. Learn more about this theory of leadership.
At the same time, another group of researchers at Michigan University were studying leadership functions. These studies sparked hundreds of other leadership studies and are still widely used. The Michigan leadership studies took place at about the same time as those at Ohio Studies. The focus of the Michigan studies was to determine the principles and methods of leadership that led to productivity and job satisfaction. The studies resulted in two general leadership behaviors or orientations: an employee orientation and production orientation (Likert). Leaders with an employee orientation showed genuine concern for interpersonal relations, while those with a production orientation focused on the task or technical aspects of the job. The supporters proposed that the more the leader is employee oriented, the lesser he’ll be production oriented and vice versa. He suggested that employee oriented approach results in the most positive outcomes.
Hence, the ability of leaders or managers to influence employees through supervision and motivation shapes organizational behavior, which is essential in achieving desired goals.The weakness of behavioral approach of leadership is that it focuses too much on general interests of employees while neglecting development of individual and infrastructural capacity of an organization. Behavioral approach of leadership assumes that organizational behavior and employee motivation are the only critical factors that are essential for an organization to achieve its objectives. Furthermore, behavioral approach of leadership presumes that leadership skills emanate from organizational behavior and not inherent in individual abilities. In this perspective, the behavioral approach of leadership fails to recognize the inherent skills and talents that an individual can contribute towards an organization. McGlone (2005) argues that, although organizational behavior can motivate employees, they still need technical skills and infrastructure to optimize their potential (p.9). Thus, for an organization to achieve its objectives comprehensively, it must consider both individual capacities and infrastructural needs.
Therefore, it is recommended that actions be taken to increase and encourage teamwork efforts and to compose a more thorough and clear-cut question in next years employee survey. These questions are more direct and offer a more focused representation of employee desires. Many have tried to establish a definition of leadership that encompasses the intricacy of this universal term. One simplified definition of leadership is “the process of influencing an organized group toward accomplishing its goals”. This definition emphasizes the importance of viewing leadership as a process, directed at influencing a specific group of people to meet a stated objective.
McGinnis, S. (2006). Organizational Behavior and Management Thinking. Organization Management Journal, 6(2), 37-57.
McGlone, J. (2005). Major Approaches to the Study of Leadership. Academic Exchange Quarterly, 1-12.