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This model originally identified five different leadership styles based on the concern for people and the concern for production. The optimal leadership style in this model is based on Theory Y. The grid theory has continued to evolve and develop. The theory was updated with two additional leadership styles and with a new element, resilience.
Studies on leadership style are conducted [2] in the military field, expressing an approach that stresses a holistic view of leadership, including how a leader's physical presence determines how others perceive that leader. The factors of physical presence in this context include military bearing, physical fitness, confidence, and resilience.
This leadership style can be seen as the absence of leadership, and is characterized by an attitude avoiding any responsibility. Decision-making is left to the employees themselves, and no rules are fixed. Laissez-faire is the least effective leadership style, when measured by the impact of the leader's opinion on the team.
The authoritarian leadership style, for example, is approved in periods of crisis but fails to win the "hearts and minds" of followers in day-to-day management; the democratic leadership style is more adequate in situations that require consensus building; finally, the laissez-faire leadership style is appreciated for the degree of freedom it ...
Proposes one ideal style that may not be best in all circumstances. Ignores leadership presence. The model does not disagree with Blake & Mouton's ideal of balancing concern for task with concern for people, but it also allows for changing the emphasis if the situation requires it. Leadership presence is an integral part of the Three Levels model.
The share of managers who identify as people of color jumped from 39% in 2020 to 52% today. In the C-suite, people of color make up 42% of executives, up from 39% four years ago.
These colors are also reflected in the Pan-African flag (black, red, and green) and the Ethiopian flag (green, gold, and red), which both have uplifting backgrounds that highlight the resilience ...
Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and ...