Leadership models may seem quite complicated, but in the real sense, they play an imperative role in the business setting or environment. Models of leadership can be referred to as guiding steps, which suggest specific behaviors of leadership that are to be used, in a specific situation or environment. The majority of the times, these leadership models employ the use of graphical depiction to show the required management conducts. When it comes to Models of leadership, we take into account, the two primary leadership models which are, The Managerial Grid and the Four Framework Approach. In this paper, we shall critically compare and contrast, the Managerial Grid and the Four Framework Approach. Then we shall look at, the similarities and the differences between the two models.
The Managerial Grid concentrates mainly on leaders concern for people to speculate leadership outcomes and the leader's concerns for tasks. Studies have proved that there are two main types of leader behavior, which are crucial concepts in the leadership skills. Despite the fact that the two studies employ the use of different terminologies, they are known as Concern for tasks and the Concern for people. These two behaviors can be identified. Consideration- these are behaviors like trust and respect, which is also the concern for people. Second, we have the initiating structure- organization, scheduling and making sure that the work is completed and done accordingly, which can also be referred to as the concern for tasks ( Lord & Alliger, 2015).
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The main claim is that these two dimensions can be used to describe the behavior of leaders and its benefit is that the two aspects are simple. Robert Blake and Jane Mouton created a simple questionnaire that was asking questions concerning how different leaders, approached people and tasks. This brought the need for the creation of the Leadership Grid. The leadership grid acts as a score sheet, from which leaders are rated according to their performance. A good leader is expected to score at a minimum of 6 on both people and task. By achieving this, the leader is placed in the Team Leader Grid. There are four managerial grid types of leaders. First, an Impoverished leader who are detached, they lack commitment, they delegate, and they vanish. Second, there are the Country Club leaders, they use recognition and rewards to motivate the workers, and they do not exercise power out of fear. Third, Authoritarian Leader, they are hard on workers, they sacrifice everything to get their work done, and they are intolerant and are task concerned. Fourth, Team Leader, they lead by example, encourages the highest potential, they create strong bonds and them stand-in productivity as asserted by Lord and Alliger (2015).
On the other hand, the Four Framework Approach involves the use of four common ideas, to guide the leadership behavior in the case of specified situations. The four common ideas are first, the political framework where leaders make it clear on matters relating to what is required, and what can be obtained. The leaders evaluate the authority dispersal and the various benefits, and they build connections with investors. Second, Symbolic Framework, it views the organization as a stage that plays a specific role and it gives impressions. The use of symbols is employed to capture attention. Third, Human Resource Framework, leaders in Human Resource, has a certain faith in people and they tend to communicate that faith. According to Chemers (2002), t he leaders are accessible, visible; they increase participation, they share information and moves decision making downwards in the organization. Fourth, Structural Framework, the main focus of leaders is the focus on the strategy of the structure, experimentation, implementation and the adaptation.
There are similarities and differences between the Managerial Grid and the Four Framework Approach. To begin with, we shall look at the various similarities, which exist between the two. Both the Managerial Grid and the four frameworks Approach are simple and easy to understand. Both the two approaches are represented diagrammatically by the use of four quadrant diagram. In both the managerial grid and four frameworks approach, the leaders are expected to be good role models and to lead by example. In the managerial grid and four framework approaches, there are four categories of leaders, in each case. The difference between the managerial grid and the four framework approach are, the leaders in managerial grid main point of focus are on tasks and the concern of the people while in four framework approach it does not focus on these issues. The four framework approach uses concepts to guide leaders, while on the managerial grid there is no application of guiding concepts. The four framework approach enables the leader to know, how they will behave under certain situations, while on the managerial grid leaders are not directed on how to act in different situations ( Chemers, 2002).
In conclusion, the use of leadership models in any organization is considered as the best way to achieve its set objectives. The models will guide the leaders, thus improving their leadership skills and their performance in the work environment. Workers also tend to benefit from these models in various ways, thus improving the moral of the employees. Through these models, the leaders become more familiar, and they develop a strong desire to complete their tasks. As a result, it improves the leader's concerns for tasks.
References
Chemers, M. M. (2002). Efficacy and Effectiveness: Integrating models of leadership and intelligence. Multiple intelligences and leadership , 139-160.
Lord, R. G., & Alliger, G. M. (2015). A comparison of four information processing models of leadership and social perceptions. Human Relations , 38 (1), 47-65.
