A manager who believes people are self-motivated and happy to work is said to follow Theory Y. They probably adhere to the Theory X approach to motivation, which assumes that employees are naturally unmotivated and dislike working. This approach can drive impressive production results at first, but low team morale and motivation will ultimately affect people's performance, and this type of leader will struggle to retain high performers. This type of manager is autocratic, has strict work rules, policies and procedures, and can view punishment as an effective way of motivating team members. The team's needs are always secondary to its productivity. Produce-or-Perish Management – High Results/Low PeopleĪlso known as "authoritarian" or "authority-compliance" managers, people in this category believe that their team members are simply a means to an end. With a low regard for creating systems that get the job done, and with little interest in creating a satisfying or motivating team environment, this manager's results are inevitably disorganization, dissatisfaction and disharmony. The Impoverished or "indifferent" manager is mostly ineffective. Impoverished Management – Low Results/Low People Let's take a look at the five leadership styles in detail. Houston: Gulf Publishing Company, Copyright 1991 by Grid International, Inc. Blake and Anne Adams McCanse (formerly the Managerial Grid by Robert R. The Leadership Grid® figure from "Leadership Dilemmas – Grid Solutions," by Robert R.
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