The document summarizes two leadership studies from Ohio State University and the University of Michigan. The Ohio State study identified two dimensions of leadership behavior: initiating structure, which is task-oriented, and consideration, which focuses on interpersonal relationships. The Michigan study found two leadership styles: employee-oriented, which prioritizes employee needs, and production-oriented, which emphasizes goals and supervision. Both studies concluded that while both styles can increase production, employee-oriented leadership results in higher employee satisfaction and lower turnover.

1. OHIO STATE
&
MICHIGAN
LEADERSHIP THEORY
Prepared By-Akhil Dubey
Roll no – 02 (Sem 1)
MBA(MM) 2016-2018

2. OHIO
STATE STUDIES
 In 1945 the bureau of business
research at OHIO state university
initiated a series of studies on
leadership.
 This study states 2 dimensions of
leaders behavior
1. Initiating Structure
2. Consideration

3. Initiating Structure
 It is task oriented leadership behavior.
 In this Leader defines his or her role and group members roles.
 Explains how the task to be accomplished by the group.
 It includes the following
1.letting group people know what is expected from them.
2. Asking them to follow the rules and regulations.
3. Fix standard.

4. 1. Being friendly with the group members.
2. Treat people of all group as his or her equal.
3. Respect for group members.
4. Supportiveness towards group members.
Consideration

5. Conclusion
 Positive relationship between consideration and
Regularity of employees and low grievances.
 Positive relationship between Initiating Structure
and employees performance but also associates
absenteeism & grievances.

6. MICHIGAN STUDIES
 Study conducted slightly after
world war 2 of the institute of
social research at the university
of Michigan.
 Purpose of the study is to
identify the styles of leadership
behavior that result higher
performance of group.

7. Employee oriented
 Interpersonal relations, taking personal interest
in the needs of employees.
 Treating subordinates as a human being.
 To motivate the employees.
 employee participation in decision making.

8. Production oriented
i. Rigid work standards, procedures and rules.
ii. Close supervision of the subordinates.
iii. Technical aspect of the job.
iv. Employees are considered as a tool to accomplish
the goal (not treating like a human being).

9. Conclusion
 Both styles led to increase in production.
 Production oriented styles led to decrease in
satisfaction and increase in turnover.
 Employees oriented styles led to increase in
satisfaction but decrease in absenteeism.

10. The End