3-D MODEL OF MANAGEMENT BEHAVIOR
Reddin Conceptualised a three -dimensional grid, also known as 3-D management, borrowing some of the ideas from Managerial grid.
Three-dimensional axes represent task-orientation, relationship orientation and effectiveness.Reddin has integrated the concepts, of leadership styles with the situational demand of a specific environment.
Task Orientations (TO)
Task orientation is defined as the extent to which a manager directs his subordinates efforts towards goal attainment. It is characterized by planning, Organizing and Controlling
Relationship Orientation (RO)
Relationship Orientation (RO) is defined as the extent to which a manager ha personal relationships. It is characterized by mutual trust, respectful for subordinates' ideas and suggestion, and their feelings. Effectiveness is difined as the extent to which a managaer is successful in his position. it is termed as ineffective.
Thus, the difference between dffective and ineffective styles is often not the actual behavior but the appropriateness of the behavior to the environment in which its used.
Either degree of TO or RO or a combination of both, is used by leaders.
Reddin Conceptualised a three -dimensional grid, also known as 3-D management, borrowing some of the ideas from Managerial grid.
Three-dimensional axes represent task-orientation, relationship orientation and effectiveness.Reddin has integrated the concepts, of leadership styles with the situational demand of a specific environment.
Task Orientations (TO)
Task orientation is defined as the extent to which a manager directs his subordinates efforts towards goal attainment. It is characterized by planning, Organizing and Controlling
Relationship Orientation (RO)
Relationship Orientation (RO) is defined as the extent to which a manager ha personal relationships. It is characterized by mutual trust, respectful for subordinates' ideas and suggestion, and their feelings. Effectiveness is difined as the extent to which a managaer is successful in his position. it is termed as ineffective.
Thus, the difference between dffective and ineffective styles is often not the actual behavior but the appropriateness of the behavior to the environment in which its used.
Either degree of TO or RO or a combination of both, is used by leaders.
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