The University of Michigan team also came up with two dimensions of leadership behavior. The University of Michigan team wanted to locate behavioral characteristics of leaders that appeared to be related to measures of performance effectiveness. Studies at University of Michigan were conducted around the same time the Ohio State research was going on, and they had similar research objectives. The Ohio State team suggested that “high-high” generally resulted in positive outcomes but there were enough exceptions to indicate that situational factors also needed to be considered.
Others found that high consideration scores for a leader resulted in lower performance evaluation scores from that leader’s own manager. Those leaders that scored high in initiation of structure often experienced higher levels of grievances, absenteeism and turnover. However, “high-high” scoring did not always result in positive consequences. An example of consideration might be a leader who, in a time of change and turmoil in an organization, walks the floor of the assembly plant to see how workers are faring, or meets with the his team to determine if they need extra support.Įxtensive research showed that leaders who rated high in both initiation of structure and consideration (a “high-high”) were more likely to achieve high employee performance and satisfaction more frequently than those that scored high in only one of the two categories, or low in both categories.
In the initiation of structure framework, the CEO will bring in his or her senior staff and start to direct them as to how and when he or she believes the work should be done.Īlternatively, consideration is a leadership behavior aimed at creating mutual trust and respect with their followers. For instance, a CEO might want to acquire a new company for a conglomerate. They organize and define the task so that followers can achieve the goal. This doesn’t mean that they don’t care about people-it means that they approach leadership from the task point of view.
Those leaders that are concerned with the task are engaging in behaviors called initiation of structure.
Those behaviors were task focused and people focused. The team began with a list of over a thousand different dimensions and eventually narrowed the list to two leadership behaviors as they were described by employees. \)īack in the late 1940s, research began at The Ohio State University to identify independent dimensions of leader behavior.
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