MBA 5315: Leadership in Organizations Consideration Report

This report delves into the core concepts of management leadership, specifically focusing on Consideration and Initiating Structure (CIS), as identified in the Ohio State Leadership studies. It differentiates between task-oriented (initiating structure) and people-oriented (consideration) leadership behaviors. The report explores how consideration, emphasizing mutual trust and interpersonal relations, and initiating structure, which defines task organization, impact job satisfaction, organizational commitment, and overall performance. It highlights that employee satisfaction and commitment are influenced by leadership styles, and that CIS contributes to job satisfaction and organizational performance through effective communication and defined roles. The report also discusses scenarios where initiating structure positively affects employee productivity and satisfaction, and how CIS relates to employee identification within an organization. The research references the job demands-resources theory and the social identity approach to leadership to provide a comprehensive understanding of the subject.

Running Head: MANAGEMENT
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Management
Leadership in organizations
(Student Details: )
8/23/2019

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MBA 5315 Leadership in Organizations
In general, Consideration and Initiating Structure (hereinafter referred to as CIS) can
be seen as two different dimensions of the leaders’ behaviour which was identified in the year
1945 in the Ohio State Leadership research studies (Lazaroiu, 2015). As per the research
findings, leaders possess majorly two types of behaviours for facilitating their goal
accomplishment. In this context, two types of leader behaviour are listed as:
 Task-oriented, which is also known as initiating structure
 People-oriented, which is also known as consideration
It has been found that this model is likely to the leadership model given by Michigan
Studies (Mosadeghrad & Ferdosi, 2013).
Consideration
In general, consideration is known as an extent to which a leader can exhibit concerns
in relation to the welfare of the group members. It is worth knowing that the consideration
factor is typically oriented towards mutual trust, interpersonal relations, and friendship
(Mosadeghrad & Ferdosi, 2013). Here, the leadership style adopted by the leader is people-
oriented. For example, some specific statements which can be used to assess the
consideration factor within leadership behaviour are as follows:
 Making himself accessible or available to team-members
 Looking out for the personal welfare of team-members
 Being friendly (Lazaroiu, 2015).
 Treating all the team-members as the leader’s equal
Initiating Structure
In this context, initiating structure can be seen as an extent to which the leader defines
initiate actions, leader and team-members, and thereby organizes his or her group activities.
In addition, this structure defines how distinct tasks are to be attained with the team. It is
worth knowing that the leadership style adopted by the leader is task-oriented (Lazaroiu,
2015). In this context, a statement which is generally used to assess initiating structure factor
in leadership behaviour, are as follows:

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 Ensuring that team-members follow standard regulations and rules effectively
 Scheduling the work has been done within timelines
 Maintaining definite performance standards
 Permitting the team members know what is exactly expected from them
On the other hand, concepts like CIS are highly related to job satisfaction, satisfaction
with the leader, as well as a team and organizational performance. Based on (Mosadeghrad &
Ferdosi, 2013), it has been found that employees’ job satisfaction, as well as commitment,
always depends on the leadership styles of the contemporary mangers. This is because several
studies have clarified those causal relationships of job satisfaction, as well as commitment,
play a crucial role in leadership within job satisfaction (Mosadeghrad & Ferdosi, 2013).
Apart from this, aforementioned concepts are responsible for job satisfaction, as well as
organizational performance because into consideration, leadership behaviour is indicative of
support, respect, friendship, mutual trust, and warmth. Besides, leadership behaviour while
initiating structure defines relations or roles with the help of effective communication
(Mosadeghrad & Ferdosi, 2013). In this way, major positive effects of leaders initiating
structure on their group members or employees’ productivity as well as job satisfaction occur,
during following situations:
 When a task satisfies employees
 When a high-degree pressure is imposed by an individual other than the leader
 When employees rely on the leader for info as well as direction on completion of the
task (Bakker & Demerouti, 2017).
In this way, consideration and initiating structure nurture leaders as well as
organizational identification respectively (Demerouti & Bakker, 2011). In addition to that,
social identity approach to leadership is illustrating the role of CIS in differentially forming
employee identifications at work. In a nutshell, defining CIS has helped to relate satisfaction
with the leader, team as well as organizational performance for providing job satisfaction.

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References
Bakker, A., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and
looking forward. Journal of Occupational Health Psychology, 22(3), 273.
Demerouti, E., & Bakker, A. (2011). The job demands-resources model: Challenges for
future research. SA Journal of Industrial Psychology, 37(2), 1-9.
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and
Philosophical Investigations(14), 97-102.
Mosadeghrad, A., & Ferdosi, M. (2013). Leadership, job satisfaction and organizational
commitment in healthcare sector: Proposing and testing a model. Materia Socio-
medica, 25(2), 121.