Leadership and Relationship Style Essay

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It is the balancing of tools within the rubric of employee-supervisor roles that requires one use different managerial techniques in order to solve the problem at hand. Similarly, find ways to build and increase trust between members of the group and management and group.

REFERENCES

Blake, R. And Mouton, J. (1985). The Managerial Grid III.: The Key to Leadership Excellence. Houston, TX: Gulf Publishing Company.

Boulgarides, J. And Cohen, W. (2001). Leadership Styles Vs. Leadership Tactics. The Journal of Applied Management and Entrepreneurship. 6 (1): 59-73. Retrieved from: http://www.stuffofheroes.com/leadership_style_vs%20leadership%20tactics.htm

Cronkite, J. (2006). Why is Leadership Style Important. Dirgo Consulting Group. Retrieved from: http://www.dirigoconsulting.com/articles/WhyIsLeadershipStyleImportant.pdf

Porter, M.E. (1998). Competitive Advantage: Creating and Sustaining Superior

Performance. New York: Free Press.

Rowe, A. And Boulgarides, J. (2998). Managerial Decision Making. New York: MacMillan Publishing. Senge, P.M. (2006).

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The Fifth Discipline: The Art and Practice of the Learning

Organization. New York: Broadway.

Zeidan, H. (2005). The Blake Mouton Managerial Grid. Illuminations. Retrieved from: http://www.lacpa.org.lb/Includes/Images/Docs/TC/TC409.pdf

In brief, Theory Y states that management assumes employees are ambitious, self-motivated and have self-control. Employees enjoy their job and possess the ability for creative and robust problem solving. Given the proper conditions, Theory Y managers believe that employees will seek out and accept greater responsibilities and excel at their jobs. Job satisfaction is a strong motivator, and this is an optimistic, positive theory of employee relations. See: Theory X and Theory Y, (2009). Retrieved from http://www.nwlink.com/~donclark/hrd/history/xy.html......

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