This week's Textbook Reflection will look a little different from the previous assignments. There are only three questions this week for you to study, analyze, and reflect upon--two from Chapter 7...

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Leadership and Power
LEADERSHIP AND POWER
Table of Contents
Response To The Questions    3
References    9
    
Response to The Questions
1. Briefly describe the core ideas of the Behavioral Theories (e.g., Michigan and Ohio State) and give examples of how you use people-oriented and task-oriented behaviors in your work roles. Do you find yourself using both types on a regular basis, or do you rely on one type more heavily--explain why (does it have anything to do with your followers and situations)?
The researchers have spent decades studying the qualities and behavioral traits that are responsible to determine an efficient leader. Studies refer the prevalence of two major factors that enhances the leadership qualities in an individual. In first instance the individuals who have innate skills and drive to lead and secondly although, the leadership traits are necessary but not sufficient, hence acquired skills also matters (Goleman, 2021).
    In the mid of 20th century researches by the Ohio State University and the Michigan University studied the ways to measure leadership traits in the individuals. The Ohio state University recognized the dimensions that are independent of the leadership traits. The researchers came up with 1800 dimensions, which was consequently narrowed down to 150 dimensions. The studies mainly focused on the people oriented and task-oriented behaviors. The conclusion recognized that leaders who are task-oriented are into initiation of structure. They are more concerned about achieving organizational goals and direct the followers more into the tasks and get the works done. Alternatively, the leaders who are more people oriented treats his followers with consideration and develops a mutual relationship of trust. Studies confirm that both the initiation of structure and consideration is required to achieve high levels of employee productivity and satisfaction. But empirical studies exhort that in some instance one trade-off the other. For instance, if initiation of structure is considered then it may cause grievances, stress factors and turnouts. Again, consideration factors often result in lower performance.
The studies of the Michigan University were conducted in the same time period. With similar research objectives the studies came up with two types of leadership instincts. One was the employee oriented and the other was production oriented or job oriented. Based on the approaches it was recorded that employee-oriented leaders gave importance to interpersonal-relationships and job-oriented leaders focused more on the technicalities and efficient approaches to maximize productivity, to achieve the goals of the employees (Hughes, 2014).
Later studies by Blake and Mouton, suggested a development of a leadership grid based on two dimensions similar to that of Ohio and Michigan studies. One dimension reflected the concern for people and the other dimension reflected concern for production. Scale was...