Traits of Effective Management

Question: Discuss about the Traits of Effective Management. Answer: Introduction: The managerial grid or the leadership grid proposed by Robert Blake and Jane Mouton points out one significant aspect that one leadership style is not best in all situations. After analyzing the managerial grid theory of leadership I can significantly assess that it is the best way to develop the skills that is missing and meet the needs of the people to inspire excellent performance. Evaluating the managerial grid I can specifically ascertain that it is based on two behavioral dimensions (Belasen and Frank, 2008). Firstly, it is a degree by which a team leader considers team members needs, areas of personal development and interests while deciding how to complete a major task. Secondly, the grid has provided me to understand the degree of organizational efficiency, concrete objectives and high productivity that will suit for completion of a task. Analyzing the managerial grid theory, the five leadership styles have provided me a prolific highlight of each of the five described styles of leadership. Firstly the impoverished management has prolifically highlighted that it is the most ineffective style of leadership as the results are low from low efficiency people. In this system the job is done by little interests. This system is unsatisfactory in motivating the team environment and the results are not at all up to the mark i.e. disharmony, disorganization and dissatisfaction (Bernardin and Alvares, 2006). Secondly, the produce or perish management which is also known as the authority compliance or the authoritarian style of leadership. In this style the managers in charge is autocratic and works through significant rules, policies and procedures and ascertain that punishment must be provided for motivating the team members in an effective way. The entire style of leadership can provide impressive production initially but tend s to low the motivation and team morale which affects the performance of the people which prolifically leads to a struggle for the leaders to retain the quality performers. The Theory X and Theory Y approach provides a key analysis about the leadership style. In this style the results are high but the employees are low due to ineffective motivational trait. The next leadership style known as middle of the road management style, also known as the status quo prolifically ascertains medium results via medium people (Brightford, 2006). This strategy is not as effective because continual compromise fails to deliver high performance which results in failing to meet the needs of the people. In most scenarios this style of leadership delivers mediocre performance. The Country Club Management also known as the accommodating style of leadership is mostly concerned about the needs and feelings of the team members. This leads to the work environment being very relaxed that result in suffering o f productivity as there is a lack of control and direction. This style of leadership delivers low results via high people. The most effective and most consistent leadership style is the Team Management style which results in high production via high people. In team management the leader reflects the passion for the job and also ascertains whatever best can be done for the fellow employees (Christman, 2012). This enables to commit and be dedicated to the goals, mission and vision of the organization and also motivates the employees and people to stretch for delivering prolific results. In this leadership style the team managers plays the most crucial role in prioritizing both the people as well as the organization needs. This enables the team members to dedicate themselves to understand the purpose of the organization and determine the needs of production. Evaluating the key prospects of Robert Blake and Jane Mouton leadership grid I prolifically understood that it provides a conceptual evaluation of the key prospects that are needed to develop the skills in leadership style. The leadership grid has been a major difference that has helped to apply the concepts in my life and has boosted the personal leadership traits. The most effective leadership style which has been the most impactful in developing my leadership quality is the team management leadership style (Kirkpatrick and Locke, 2011). Being a supervisor in my organization the team management style of leadership has provided me a significant analysis about the ways to manage teams at a corporate level that would make an impression on the employees by which the organization will be positively impacted. The entire theory of leadership grid has enhanced my personal trait by the use of team management style of leadership that has enabled me to deliver great results and also train the employees to be respected, empowered and committed to achieving the objectives and goals of the organization. Implementing the team management style of leadership has not only helped me to acquire the basic ideas of leadership but it has also boosted the production unit of the organization and has created a significant decorum by which the organization has been able to perform the business operations in an empowered culture and environment (Lidh, 2013). The theory of X and Y has emphatically impacted me to be committed towards the organizations stake that would enable to have a significant success rate and create an environment that would be based on respect and trust. This implementation has also led to motivation of the employees, high satisfaction of the employees providing impressive results. Being a team manager the adoption of Theory Y approach on motivation has prolifically enabled me to identify the management behavior that are based on various ways about the service and pr oduction orientation and interaction of employees with each other. The managerial grid implementations has boosted in planning the formation of teams for every department and evaluating the available resources, required resources and procuring them whenever required. Overall the entire theory of team management has provided me to have a critical evaluation of the entire model and make significant adjustment for the successful implementation (Nichols, 2016). The entire theory proposed by Robert Blake and Jane Mouton has made me understood the key aspects of leadership traits that has enabled me to develop the key skills which was acting as a major drawback in my leadership and personal trait. This has enabled to be more specific and focus more on orientations to help the employees and organization both (Senior, 2006). References Belasen, A. and Frank, N. (2008). Competing values leadership: quadrant roles and personality traits.Leadership Organization Development Journal, 29(2), pp.127-143. Bernardin, H. and Alvares, K. (2006). The Managerial Grid as a Predictor of Conflict Resolution Method and Managerial Effectiveness.Administrative Science Quarterly, 21(1), p.84. Brightford, E. (2006). The Managerial Grid.Australian Psychologist, 1(2), pp.106-115. Christman, L. (2012). Grid Approaches for Managerial Leadership.Nursing Administration Quarterly, 6(3), p.86. Kirkpatrick, S. and Locke, E. (2011). Leadership: do traits matter?.Executive, 5(2), pp.48-60. Lidh, C. (2013). Basic Traits of Effective Management.Leadership Manage. Eng., 13(4), pp.249-253. Nichols, A. (2016). What do people desire in their leaders? The effect of leadership experience on desired leadership traits.Leadership Organization Development Journal, 37(5), pp.658-671. Senior, B. (2006). Team performance: using repertory grid technique to gain a view from the inside.Journal of Managerial Psychology, 11(3), pp.26-32.