Blake & Mouton The Managerial Grid

The Theorists Robert Blake ( ) Robert Blake ( ) BS Psychology-Berea College BS Psychology-Berea College MA UVA MA UVA Ph.D Texas at Austin-1947 Ph.D Texas at Austin-1947 Lectured at Harvard, Oxford, and Cambridge Lectured at Harvard, Oxford, and Cambridge Published 45 Books/ 214 Articles/6 Monographs Published 45 Books/ 214 Articles/6 Monographs Member- American Psychological Association Member- American Psychological Association 1961-Chairman of Scientific Methods 1961-Chairman of Scientific Methods

The Theorists- Jane S. Mouton ( ) Jane S. Mouton ( ) BA Mathematics- Univ. of Texas at Austin BA Mathematics- Univ. of Texas at Austin Master in Psychology –FSU-1951 Master in Psychology –FSU-1951 Ph.D Univ. of Texas Ph.D Univ. of Texas Research in Conflict Resolution, Conformity, and Creative Decision Making Research in Conflict Resolution, Conformity, and Creative Decision Making Member of American Psychological Association. Member of American Psychological Association President of Scientific Methods President of Scientific Methods

Blake and Mouton The Writers The Managerial Grid-1964,1978 The Managerial Grid-1964,1978 Productivity: The Human Side-1981 Productivity: The Human Side-1981 The Academic Administrator The Academic Administrator The Secretary Grid-1983 The Secretary Grid-1983

Blake & Mouton The Management Grid Three Organizational Universals Three Organizational Universals Purpose-productions of things or services -“activities in which people engage towards organizational purpose” (“The New Managerial Grid, 8). Purpose-productions of things or services -“activities in which people engage towards organizational purpose” (“The New Managerial Grid, 8). People-the human aspect. Organizational purpose cannot be achieved without people. People-the human aspect. Organizational purpose cannot be achieved without people. Power-Some are bosses/some are bossed. Organizational Hierarchy. Power-Some are bosses/some are bossed. Organizational Hierarchy. There are other universals: There are other universals: Organizational Culture Organizational Culture

The “Concern For” Variables “Concern for is not a specific term which indicates the amount of actual production or behavior towards people. It indicates the character and strength of assumptions present behind any management style.” (“The New Managerial Grid”, 9). “Concern for is not a specific term which indicates the amount of actual production or behavior towards people. It indicates the character and strength of assumptions present behind any management style.” (“The New Managerial Grid”, 9). Concern for Production Concern for Production Efficiency Measures, Units Produced Efficiency Measures, Units Produced On-time deliveries, customers served On-time deliveries, customers served Concern for People Concern for People

The Questionnaire A questionnaire with 6 categories A questionnaire with 6 categories Decisions Decisions Convictions Convictions Conflict Conflict Temper Temper Humor Humor Effort Effort Under each category there are 5 questions- choose the answer that best describes your behavior. Under each category there are 5 questions- choose the answer that best describes your behavior.

The Grid Concern for Production Concern for People Low High LowHigh

The Managerial Grid The New Managerial Grid, Robert Blake and Jane Mouton, Houston: Gulf Publishing Company,1978,11

1,1 Orientation The New Managerial Grid, Robert Blake and Jane Mouton, Houston: Gulf Publishing Company,1978,11

1,1 Orientation Impoverished Management Low Concern for Production Low Concern for Production Low Concern for People Low Concern for People Contributes little to the organization Contributes little to the organization Doing only enough to keep job Doing only enough to keep job Someone just waiting on retirement Someone just waiting on retirement

9,1 Orientation The New Managerial Grid, Robert Blake and Jane Mouton, Houston: Gulf Publishing Company,1978,11

9,1 Orientation Authority/Obedience High concern for production High concern for production Low Concern for people Low Concern for people Autocratic Autocratic Expects compliance to orders-Controlling Expects compliance to orders-Controlling Exercises power and authority Exercises power and authority

5,5 Orientation The New Managerial Grid,. Robert Blake and Jane Mouton, Houston: Gulf Publishing Company,1978,11

5,5 Orientation Middle of the Road Moderate concern for production and people Moderate concern for production and people Adequate organizational performance could be achieved through compromise. Adequate organizational performance could be achieved through compromise. Group dynamics play a vital role-Acts in response to group norms Group dynamics play a vital role-Acts in response to group norms Wants to be liked- does not want to “rock the boat” Goes along with the majority. Wants to be liked- does not want to “rock the boat” Goes along with the majority. A 5,5 manager operates well within informal groups. A 5,5 manager operates well within informal groups.

1,9 Orientation The New Managerial Grid,, Robert Blake and Jane Mouton Houston: Gulf Publishing Company: 1978, 11

1,9 Orientation Country Club Management Places high emphasis on feelings and emotions of employees. Places high emphasis on feelings and emotions of employees. Neglects production aspect of the company Neglects production aspect of the company 1,9 manager desires to be liked by the employees. 1,9 manager desires to be liked by the employees. High Profit Margin/Low Competition High Profit Margin/Low Competition

9,9 Orientation The New Managerial Grid, Robert Blake and Jane Mouton, Houston: Gulf Publishing Company: 1978, 11

9,9 Orientation Team Management Seeks to integrate both the production and the human aspect-high concern for production and people. Seeks to integrate both the production and the human aspect-high concern for production and people. Engages the work force Engages the work force Empowerment Empowerment Teams Teams Communication Communication Blake and Mouton- Best leadership approach Blake and Mouton- Best leadership approach

Theological Evaluation of the Managerial Grid Concern for Production-defined as purpose Concern for Production-defined as purpose Purpose of leaders in the Church Purpose of leaders in the Church Gospel ministry Gospel ministry Great Commission- Matt. 28:18-20/Acts 1:8 Great Commission- Matt. 28:18-20/Acts 1:8 Concern for People Concern for People God’s special creation-man God’s special creation-man Image bearers Image bearers Gen. 9:5-6 Gen. 9:5-6 God’s great love for man-Christ died for us. God’s great love for man-Christ died for us.

Theological Evaluation of the Managerial Grid Concern for People-in God’s Word Concern for People-in God’s Word To take care of orphans and widows, poor. (Deut. 10: 12–19; Is. 1:17; Matt. 25:35–45; James 1:27). To take care of orphans and widows, poor. (Deut. 10: 12–19; Is. 1:17; Matt. 25:35–45; James 1:27). To love one another- (John 13:34–35; 1 Peter 1:22; 1 Peter 3:8; 1 Peter 4:8; I John 4: 7–8). To love one another- (John 13:34–35; 1 Peter 1:22; 1 Peter 3:8; 1 Peter 4:8; I John 4: 7–8). Jesus came as a servant and taught that to be in the Kingdom is to be a servant. (Matt. 20:25–28). Jesus came as a servant and taught that to be in the Kingdom is to be a servant. (Matt. 20:25–28).

A Biblical Application of the Managerial Grid ? Concern for the Gospel, Concern for People-(__,__) Concern for the Gospel, Concern for People-(__,__) 9,9- High concern for the Gospel, High concern for people 9,9- High concern for the Gospel, High concern for people Teamwork Teamwork Empowerment Empowerment Spiritual Gift-Romans 12, 1 Cor 12, Eph. 4:11-12 Spiritual Gift-Romans 12, 1 Cor 12, Eph. 4:11-12

The Gospel-The Power of God The power to save- Eph. 2:8 Rom 1:16 The power to save- Eph. 2:8 Rom 1:16 The power to witness- Acts 1:8 The power to witness- Acts 1:8 The power to proclaim His Word-1 Cor. 2:4-5 The power to proclaim His Word-1 Cor. 2:4-5 Always Remember-the grace of God. Always Remember-the grace of God.