Leadership Model: The Ohio State University

The Ohio State Leadership Studies found that consideration and initiating structure are two essential behaviors for leaders.


LEARNING OBJECTIVE

  • Discuss the results of the Ohio State University Leadership Model research study of 1945

KEY POINTS

  • According to the findings of the Ohio study, leaders exhibit two types of behaviors, people-oriented (consideration) and task-oriented (initiating structure), to facilitate goal accomplishment.
  • Consideration is the extent to which leaders are concerned with the well-being of their followers and the extent to which leaders are personable and understanding.
  • Initiating structure is the extent to which a leader defines leader and group member roles, initiates actions, organizes group activities, and defines how tasks are to be accomplished by the group.
  • The Ohio State researchers generated a list of 150 statements designed to measure nine different dimensions of leadership behavior.
  • The study's findings suggest that effective leaders possess a strong ability to work with others and build a cohesive team balanced with the capability to create structure within which activities can be accomplished.

TERMS

  • Consideration

    The extent to which a leader exhibits concern for the welfare of the members of the group.

  • Initiating Structure

    The extent to which a leader defines leader and group member roles, initiates actions, organizes group activities, and defines how tasks are to be accomplished by the group.

 

Prior to 1945, most studies of leadership sought to identify the individual traits of effective leaders. Trait theories of leadership were the first to approach leadership study systematically. Trait studies, however, yielded inconsistent results and opened the door to broader perspectives on understanding the behavior of leaders.

In 1945, a group of researchers at Ohio State University sought to identify the observable behaviors of leaders instead of focusing on their individual traits. To document their findings, they generated a list of 150 statements designed to measure nine different dimensions of leadership behavior. These statements were used to develop the Leaders' Behavior Description Questionnaire (LBDQ). The surveys were then given to members of a group, who were asked to respond to a series of statements about the leader of their group. Respondents of the LBDQ-rated leaders cited how frequently they engaged in a certain behavior. The results of the survey showed that two main behaviors, consideration and initiating structure, were the most significant factors in leadership.

 

Consideration and Initiating Structure

The Ohio State researchers defined consideration as the extent to which a leader exhibits concern for the welfare of the members of the group. This behavior is oriented towards interpersonal relationships, mutual trust, and affiliation. This dimension of leadership style is people-oriented. Some of the statements used to measure this factor in the LBDQ include:

  • being friendly and approachable
  • treating all group members as the leader's equal
  • looking out for the personal welfare of group members
  • making themselves accessible to group members

The Ohio researchers defined initiating structure as the extent to which a leader specifies group member roles, initiates actions, organizes group activities, and defines how tasks are to be accomplished by the group. This leadership style is task-oriented. Some of the statements used to measure the initiating structure behavior in the LBDQ include:

  • letting group members know what is expected of them
  • maintaining definite standards of performance
  • scheduling the work to be done
  • asking that group members follow standard rules and regulations

 

Application of Findings

The LBDQ findings suggest that an effective leader will possess a strong ability to work with others and build a cohesive team but will also balance that with the capability to create structure within which activities can be accomplished. For example, an effective leader must be both personable and empathetic, but he or she will also able to set expectations and guidelines that can motivate and direct the efforts of others.

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