One of the important theories of behavioural leadership theory was the leadership grid theory. This theory was useful as it had measured the performance of the leaders. These have higher accountability and relevance in the modern-day organization. It also enables the people to have self-analysis and more retrospection of their leadership style. When this theory was developed, it was merged with five different leadership styles. These styles were considered to be the relationship that had existed for the people and the concern for production. The motivation factor provides the people with the underlying motive to be a leader (Bolman, and Deal, 2017). They wanted to create a successful leadership style. The use of the managerial grid is used to divide the people into 81 possible leadership styles. There was also the additional leadership style that was considered to be an element of the resistance towards change by the people. Limitation of this style of leadership was the use of the minimal empirical data to support the effectiveness of the people (Soder, 2001). The subjective variables of the particular situation are overlooked. They also do not take the particular work environment into their consideration (Selznick, 2011). The flawed self- assessment can be subjective and not allow the leaders to grow. The leaders can assume to be functioning at great potential whilst the reality of the situation would be completely different. These can cause myopia and stunt the growth of the companies (Schyns and Meindl, 2005). Another kind of behavioural theory is the role theory.