This question most resonated with me based on my recent work experiences. I have changed my job in January from a very task-based environment with perfection in mind and where it was expected to work long hours, be on call to answer emails early and late, as well as always needing to be perfect with no room for errors or mistakes that would affect your livelihood during review times.

Reading in the textbook about relations-orientated behaviors and how they are "primarily concerned with increasing mutual trust, cooperation, job satisfaction, and identification with the team or organization (Yukl & Gardner, 2019)", a light bulb went off in my head. This is the job I am in now. I feel much more supported, valued, and not just a cog in the wheel.

I believe it will depend on the person what behaviors work best for them. Some people might thrive under task-orientated behaviors where it is a get-in, get-out structure that they want to keep clear lines between home and work. I found out that is not the environment where I thrive. I do much better in a relations-orientated behavior model where I can be made to feel like a person instead of robot. I get much more quality work done under this model and it would be up to the manager to figure out what works best for each employee and how to ensure they feel the most supported to do their best work.

 How do relations-oriented behaviors affect subordinate satisfaction and performance? Any example?