Allows subordinates to contribute sound and imaginative ideas and opinions.The leader often falls prey to people who shower unnecessary praise, or the ‘yes men’, and who do as they are told.Any disagreements, even if they arise due to creative ideas, are smothered by the country club leader.The polite and cheerful nature of the manager towards everybody is aimed at fostering a relaxed work environment that is free of any disagreements.The leader fears that using disciplinary powers on subordinates could lead to relationships being jeopardized.

The low focus on production can lead to inadequate tasks.The leader feels pleasing subordinates would lead to self-motivation and hard work.The main characteristics of this leadership style can be described as: This collegial management style is, therefore, characterized by low production and high people orientation. In the process of pleasing their subordinates, the managers fail to employ proper disciplinary measures, which results in production being hampered.

The complete opposite of an authoritarian manager, country club managers use rewards as a medium to help employees achieve their goals. Here is a detailed overview of the managerial grid and the different types of managerial styles developed by Blake and Mouton. These are described on two parameters: concern for people and concern for production. Blake and Jane Mouton, and first published in 1964, the two-dimensional managerial grid predicts five core and prevalent leadership approaches or styles. One way of understanding effective managerial behavior is by the use of the Blake and Mouton’s managerial grid. Understanding the different styles of management helps a manager in not only understanding his assumptions, but also in breaking away from his set of assumptions in situations that require him to do so. However, are these assumptions or beliefs in sync with human motivation? Every manager works under a set of assumptions which he believes will achieve the best results. When a task is assigned to you as a manager, how do you get it done? Do you simply divide the work and assign the tasks to your subordinates without considering their needs or requirements, or do you think about them first before assigning the tasks? Do you look to manage your time and that of your employees efficiently, or are you one of those people who tend to procrastinate and keep their work pending till the wee hours? The answers to these questions can tell you a lot about your style of leadership. “Leadership is the art of getting someone else to do something you want done because he wants to do it.” ~ Dwight D.

Blake and mouton's managerial grid