Task-Oriented vs. Relationship-Oriented Leadership Styles

As part of the study, the LBDQ was administered to various groups of individuals ranging from college students and their administrators, private companies including military personnel. One of the primary purposes of the study was to identify common leadership behaviors. After compiling and analyzing the results, the study led to the conclusion that there were two groups of behaviors that were strongly correlated. These were defined as Consideration (People Oriented behavioral Leaders) and Initiating Structure (Task Oriented Leaders).

The simple answer is both…Task oriented leadership and people oriented leadership.

of a task oriented leader is a military captain: in case of a war situation, it is necessary to lead the army with authority and organisation. However, leaders of...

Task-Oriented Leadership: Qualities, Drawbacks

I can't find any famous leaders that used the Task Oriented leadership style, please help! Task oriented leaders focus on setting goals and deadlines for both themselves and their team to achieve. The task oriented leader enjoys taking in information and using that information and data step by step to meet specific goals and targets.

Task-Oriented Leadership - Widener University

An ideal business benefits from having a task oriented leader to set goals and deadlines and to ensure that they are met by both themselves and their teams and a people oriented leader who will help to motivate and retain their by involving them in the process and allowing them to offer their own thought and creativity to the process.

What is a task-oriented leadership style


In our exercise, the task oriented leader has achieved the objective required with good performance, However, the tea members were seem to be suffering from high pressure and didn’t actually enjoy what they are doing. While for the other team who has a people oriented leader, they unfortunately didn’t achieve the objective they have set, but they maintained a healthy happy enjoyable climate ( which in real life, it helps to harvest ideas and encourage team creativity )Steve was a task oriented leader. He was more focused on task and organization performance rather than on people’s feelings. He did not regard the feelings of employees; he only listened to their ideas. As an unconventional leader, he was proud of what he was. He was confident of his management style, believed in what he was doing. Steve was a demanding perfectionist with an aggressive and demanding personality. He demanded excellence from his staff delivered blunt criticisms. Part of the reason for why he was fired in 1985 was for his demanding management style. “We have an environment where excellence is really expected” proves his demanding style. Whenever tasks had to be done Steve Jobs ensured no mistakes would be made. An ex-employee recalled being responsible for an email that would be sent to apple customers with the launch of a new version of a product. Steve Jobs would engage this employee in a back and forth messaging over email to review the punctuation of the message. He was considered one of Silicon Valley’s leading egomaniacs. He was able to get people to follow him disregarding whether he was liked or not. His major advantage to Apple was that he was an unconventional leader. He did not conform to what was considered to be the right thing to do in the field of business.