"Grid" was originally developed by Robert Blake and Jane Mouton between 1958 and 1960 and first published in 1964 (Blake and Mouton 1964). The model was particularly influenced by Fleishman's work on initiating structure and consideration (Blake, Mouton and Bidwell 1969; Blake and Mouton 1982b).
Fleishman posited that there were two underlying dimensions of leadership behaviour which were called "consideration" and "initiating structure" (Fleishman 1957a, 1957b; Fleishman and Peters 1962). Consideration referred to behaviour reflecting respect for subordinates' ideas and consideration of their feelings. Initiating structure referred to the extent to which a leader structured and defined his or her role and those of subordinates in order to achieve formal organisational goals. It was argued that high consideration was associated with high subordinate satisfaction, while high initiating structure was associated with high effectiveness but also high grievance levels and absenteeism. Further, it was claimed that when leaders rated high on both dimensions, high effectiveness and high satisfaction would occur without the grievance and absenteeism.
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