He was also the Allied Commander during the war. According to the revised version of the theory, effective leaders must base their behavior on the developmental level of group members for specific tasks. It is the result of an interaction between the two. Supporting behaviors include actions such as encouraging subordinates, listening, and offering recognition and feedback. Situational leadership is not based on a specific skill of the leader; instead, he or she modifies the style of management to suit the requirements of the organization.
Fill in your answers keeping in mind the one person that you least like to work with. Situational factors: The range of situational factors in leadership may be stated in terms of the following classification. Future of theory Testing of the Hersey-Blanchard Situational Leadership Theory could be accomplished by quantifying the scales. People or relation-oriented leaders perform their best when the relationship levels between themselves and followers are at their greatest Gupta, 2009. One is that it is widely accepted among researchers in leadership behaviour. In contrast, when task structure is high structured , the group goal is clear, unambiguous and straightforward: members have a clear idea about the how to approach and reach the goal Forsyth, 2006.
This style works best with people who know their limitations and are open to change. Enter the problems associated with verification and validation and what progress made in this may be comparable to that which may result from confronting the simplistic theorists of the early part of the last century. Each of the above leadership styles work well in some situations but not in others. Leader-Member Relations This factor measures how much your team trusts you. This dimension includes the amount of trust between the leader and the subordinates and whether the leader is liked and respected by the subordinates or not. Lackluster performance of a small business might mean the leader is either entirely the wrong personality for the business he is in or is simply not aware of leadership tactics such as those outlined in the Hersey-Blanchard theory, while a successful leader has a personality that meshes well with the business's traits or alters his style to mesh well with the different levels of maturity he encounters in his firm.
These are three theories which view that leadership is dependent upon the situations. O Relationship-building is a low priority. For example, when 1 leader-member relations are good, 2 the task is structured, and 3 position power is either strong or weak. More mature employees require less direction and support, while employees with less maturity require more direction and support. For example, a group that lacks efficiency and productivity might benefit from a style that emphasizes order, rules, and clearly defined roles. December 2011 The contingency model by business and management psychologist is a concerned with the effectiveness of a leader in an organization.
It is about the leader's behavior towards the co-worker. Reviews studies of the contingency model of leadership effectiveness. In a situation like this a considerate style of leadership is preferred over the task-oriented. Management of Organizational Behavior— Utilizing Human Resources. Summing Up There are countless theories of leadership within the literature, and new ones are sprouting up every day. People who are task motivated, on the other hand, tend to rate their least preferred coworkers in a more negative manner. Finally the delegating style is when the leader fully delegates a task to a subordinate without specific instructions.
Many examples come to mind as I relate these approaches to real life — I will share one. The nature of the task, its complexity and technology, its importance in relation to other tasks, form one set of situational forces. Well, according to the model, the more favorably you rated the person you least prefer to work with the more relationship oriented you are. There is nothing you can do to change the situation. The leader obtains the information from his subordinates, then decide on the solution to the problem himself.
Each layer is assessed in context of the one around it, to guide the viewer to the appropriate fit for the given situation. They are able and willing to not only do the task, but to take responsibility for the task. Basically, the model focuses on the degree to which employees should be allowed to participate in decisions. Leaders who are unable to assume control over the group situation cannot be sure that the members they are leading will execute their commands. The Fiedler Contingency Model says that no single style of leadership can be the most effective in all instances. This situational model of leadership focuses on flexibility so that leaders are able to adapt according to the needs of their followers and the demands of the situation. Subordinates, in this stage, have high to moderate maturity i.
In stressful situations, leaders dwell on the stressful relations with others and cannot focus their intellectual abilities on the job. This is a disadvantage of the Fielder Theory because there is a lack of flexibility in the leadership style. The leader is asked to evaluate his least-liked co-worker on qualities such as trustworthiness, friendliness, sincerity and cooperation. This theory also helps to reduce what is expected from leaders, and instead puts emphasis on finding a match to the situation Gupta, 2009. A third reason is that the authors believe that people can work to be developed into more effective leaders.
Three Dimensions of Situational Favorableness Situation favorableness occurs when the three dimensions - leader-member relations, task structure, and leader position power - are high. Are your followers knowledgeable about the task? Leader position power refers to the degree to which the leader possesses inherent power in his or her position. Not only is the leadership style important for a successful leader-led situation but the ability or maturity of those being led is a critical factor, as well. Situational approach believes a leader should adapt to the situation at hand. He supervises 30 trash sorters. Let's use some examples to illustrate the theory. Rate them on the M1 - M4 maturity scale, and then use the leadership style that's appropriate for that rating.