Blake and Mouton Managerial Grid Test
How the Scales are Structured
Who Usually Takes This Test?
See How You Compare
Below is a preview of how scores are typically distributed across each scale.
Example Questions From the Test
- Always
- Often
- Sometimes
- Rarely
- Never
- Always
- Often
- Sometimes
- Rarely
- Never
- Always
- Often
- Sometimes
- Rarely
- Never
Blake and Mouton Managerial Grid Test - Description and methodology of the test
For anyone responsible for guiding a team, the Blake and Mouton Managerial Grid Test offers a structured way to examine how leadership choices balance people’s needs with task demands. This management style assessment can help managers, supervisors, and team coordinators reflect on autonomy, direction, conflict handling, communication, and performance priorities. The result is a concise profile of the leadership emphasis expressed by your responses.
What This Assessment Explores
The questionnaire examines how a leader organizes work and relates to team members. Its situations cover setting standards, assigning tasks, encouraging effort or change, allowing discretion, resolving conflict, explaining decisions, and representing the group. Together, they show whether leadership leans toward production demands, interpersonal support, or both.
The Blake and Mouton leadership style framework treats concern for people and concern for task as two dimensions. A balanced result reflects morale and work achievement; in the original grid, 9.9 is the theoretical point of maximum concern for both. The assessment suits managers, supervisors, team coordinators, and people examining leadership habits.
The Management Style scale is reported on a 1-9 range through three result bands:
- Task- or People-Skewed (1-3) shows one concern is more prominent.
- Moderately Balanced (4-6) indicates a mixed emphasis.
- Strongly Balanced (7-9) reflects a pronounced integration of people and task priorities.
Methodology and Scientific Basis
Each item uses a five-option frequency response: Always, Often, Sometimes, Rarely, or Never. The statements ask about managerial choices such as granting autonomy, directing methods, monitoring performance, planning work, and explaining decisions. Responses are combined into the displayed style result, but the online format gives no point-by-point weighting formula; individual answers should not be converted into an invented scoring rule.
The managerial grid framework supplies the conceptual reference for these item themes: Blake and Mouton’s model treats concern for people and concern for task as distinct dimensions. That conceptual fit does not establish that this online questionnaire is an adaptation of a published Managerial Grid Questionnaire or that its scoring has been validated. The online questionnaire’s own validation status is not documented.
Because the format is self-report and has no stated population norms, results can be shaped by current team context, self-presentation, and self-awareness; read the displayed band as a reflection prompt rather than a diagnosis.
- The Vision Council. (2010). The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire.
- Parra, E., Chicchi Giglioli, I. A., Philip, J., Carrasco-Ribelles, L. A., Marin-Morales, J., & Alcaniz Raya, M. (2021). Combining Virtual Reality and Organizational Neuroscience for Leadership Assessment. Applied Sciences, 11(13), 5956. 10.3390/app11135956
- Boettcher, R., & Helm, L. (2018). A Study of the First 99 Monday Morning Managers: Key Findings. Human Service Organizations: Management, Leadership & Governance, 42(4), 353-358. 10.1080/23303131.2018.1500974
- Blake, Robert R., & Mouton, Jane S. (1964). The Managerial Grid: Key Orientations for Achieving Production Through People. Houston, TX: Gulf Publishing Company.
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