Leadership is a communication process of a leader and individuals in which the leaders behavior or attitude directs individuals towards any goal effectively. It is widely believed that leadership creates the vital link between organizational effectiveness and people’s performance at an organizational level (Avolio, 1999; McGrath and MacMillan, 2000). The effectiveness of an organization depends upon the leader having an effective leadership style in order to effectively reach the goal of the organization; with it being one of the key driving forces for improving a firm’s performance. Scholars suggest that effective leadership behaviors can facilitate the improvement of performance when organizations face problems (McGrath and MacMillan, 2000). To effectively achieve leadership of individuals and organizational outcomes, four theories can be used; Fiedler’s Contingency Model, Hersey and Blanchard’s Situational Leadership Model, Vroom & Yetton Participative Leadership Model, and House & Dessler Path-Goal Theory.
In the contingency theory of leadership, the success of the leader is a function of various contingencies in the form of subordinates, task, and group variables. Fred Fielder advanced the first theory using the contingency theory of effectiveness. The main idea of the theory is that leadership effectiveness in terms of group performance depends on the proper match between the leader’s style effectiveness and the degree to which the situation gives the leader control. Fiedler created the least preferred co-worker (LPC) questionnaire to identify the style by measuring whether a person is task or relationship oriented. Where an individual with a favorable description, would have a high LPC score, suggesting a r...
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...blocks (Robbins). It increase acceptance of the leader by subordinates; level of satisfaction; and motivation to high performance, this benefits an organization where if workers are satisfied with their job it increases work performance, which increases productivity and can help with successful outcomes.
Leaders who fail to provide true and proper command, inspiration, motivation, and strategic vision for their company leave a battered organization. An incompetent or dysfunctional leadership team misleads others which results in poor performance for individuals and organizations, which leads to a failed business. leadership theories all help leaders to lead followers in a productive way preventing this increasing effectiveness and give leaders ways to help followers with paths to follow to reach goals for both organization outcomes as well as individuals.
Contingency theorists believe that examining various situational variables is central to understanding leadership in organizations. This approach is very useful for studying leadership in criminal justice. Fiedler’s contingency model and the path-goal theory, both have distinctive elements that contribute to our understanding of leadership in criminal justice organizations Stojkovic, Kalinich, Klofas 2015 p.198). According to Fiedler, the leadership process is constrained by three major situational dimensions. First, leader-member relations are the level of trust and the degree of likability the leader enjoys with subordinate groups.
Directive leadership is characterized as leaders taking the decision into their own hands and expecting the followers to just follow the instructions. We all have been in one of those groups where someone wants to become Adolf and control everything, am I right? Last but not least, Participative Leadership, which is my favorite, in which the leader involves the group in a goal setting to give input and share feedback with one another. This next theory completely opened my eyes. The dependencies for effective leadership is defined as situations where a mix of factors the control and influence productivity. The contingency theory used LPC to measure a leader’s motivation, and task motivation vs relationship motivation. People who are relationship motivated have an inclination to describe their least favored associates in a more optimistic, pleasant and efficient, and they also received higher LPC scores. Task motivated people have a tendency to rate their least favored associates in a more negative manner. Thus, they receive lower LPC scores. Therefore, the LPC scale is actually not about the least desired coworker. In fact, it is actually about the person who takes the test, and this person 's motivation type. This got me thinking - what kind of LPC am I? Apparently my leader member relationship is good, my task structure was unstructured, and my leader position power is strong. Also , my LPC was Low. I don’t think of myself as the all-out leader, but I have some great followership in my opinion. I feel that leaders can lead more effectively when there is a match between your motivation type and the situation. These matches exist between a task and relationship motivated leader. When a leader and the situation does not match, many things have to be altered. Since
Accordingly, Fiedler’s contingency template speculates that the circumstances determines the method of leadership and encourages the conduct of a manager. Fiedler 's contingency philosophy is one contingency concept which maintains that applicable management is contingent not merely on the approach of leading but on the influence over the circumstances. Therefore, there must to be effective leader-member interactions, assignment with well-defined objectives and processes, and the aptitude for the leader to administer incentives and reprimands. Deficiencies of these three in an amalgamation and circumstance will bring about leadership catastrophe. Fiedler constructed the least preferred co-worker (LPC) hierarchy, where a leader is queried what personalities can be attributed to the colleague that the leader enjoys the least. (Leadership-Central.com,
Yukl, G. (2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall. p. 1-19. Retrieved from http://www.blackdiamond.dk/HDO/Organisation_Gary_Yukl_Leadership_in_Organizations.pdf
Leadership is the action of leading a group of people or an organization. Leadership is leading a group of people or company to reach a result or further and the organization. A leader is supposed to be an example of how all employees are expected to act and what they should be striving for. Good leaders also don’t use their position within a company to take advantage of the company and its employees. A good leader is supposed to be able to perform their job with high standards, efficiency, and honor. However, for every good leader, there are bad leaders and the worse the leader the more detrimental he or she becomes to employees and the company they run. Poor leadership skills can ultimately ruin a company 's chance of success. The attitude
The leadership is a privilege and it is such a privilege and an honor which will carry the tremendous responsibility which will inspire others to direct them to accomplish goals and vision of the organization. Leadership is about influencing the people, by producing direction, purpose and motivating in order to accomplish the mission, vision and improving the organization. The leadership philosophy is evolved based on the experiences, both positive and negative, in most of the initiatives and activities that we undertake. It is also one among the collaboration and teamwork within which the team members can utilize each other’s strengths to counter the weaknesses of the individuals. By observing, introspecting and experimenting we can developed a leadership paradigm which is inclusive, collaborative and proactive. We can develop the ability to recognize which will approach in order to reach the productive conclusion. The great leaders know their limitations and are capable at utilize their strengths and also the strengths of others to compensate.
Fiedler’ model is considered the first highly visible theory to present the contingency approach. It stated that effective groups depend on a proper match between a leader’s style of interacting with subordinates and the degree to which the situation gives control and influence to the leader (Fiedler, 1967). Fiedler argued that the leadership style could be indentified by taking a Least Preferred Co-worker (LPC) questionnaire he designed. When evaluating a least enjoyed co-worker, a relationship oriented leader scores high in LPC, while a task oriented leader scores low. Fiedler identified three contingency or situational dimensions: leader-member relations, task structure, and position power. A leader will have more control if he has better leader-member relations, high structured job, and stronger position power. The task-oriented leaders perform best in situations of high and low control, while relationship-oriented leaders perform best in moderate control situations. Feedler views an individual’s leadership style as fixed. To assure leader effectiveness, either situation needs to change to fit the leader or the leader needs to be replaced to fit the situation. But in reality, a leader can not use a homogeneous style to treat all their followers in a similar fashion in their work unit (Robbins & Judge, 2011, p. 382).
Introduction Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent (Clark, 1997). Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills. Bass' (1989 & 1990) theory of leadership states that there are three basic ways to explain how people become leaders. These theories are some personality traits that may lead people naturally into leadership roles. This is the Trait Theory.
This theory says that effective leadership occurs when there is a fair exchange between the leader and those being led. Both sides benefit from the exchange that takes place according to this theory.
”Leadership involves the exhibition of style or behavior by managers or supervisors while dealing with subordinates; leadership is a critical determinant of the employees ' actions toward the achievement of the organizational goals” (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014). Leadership is a strength that initiates, inspires, and guides the cooperation and attitudes of others on the way to set vision. Leadership is influential and involves several styles of approaches that involve trust, accomplishment and focus to reach a projected result. Using and implementing the ideas of others motivates new thinking and gains the confidence to build the trust and encourage everyone to work to the same goals (Northouse,
Fiedler’s contingency theory “assumes leaders are either task oriented or relationship oriented” and those who are task oriented are concerned with “accomplishing tasks and getting work done” (Nelson and Quick, 2015). These task-oriented leaders, those concerned with work rather than relationships, appeal to followers who want the most basic of the three needs, something to do. This need is met when the leader focuses on the task at
This is business memo number three, explaining the changing role of a Chief Communications Officer, or a CCO, as described by Roger Bolton, Mark Bain, and the “Leadership Communication” textbook.
We can divide the theories that deal with leadership in 3 chronological groups. First were the trait theories. Until the 1940's, research in the field of leadership was dominated by these theories. Second came the behavioral theories which were very influent until the late 1960's. Finally, contingency theories are the most modern theories about leadership.
Fiedler’s Theory is stated in the power point presentation as the association between leadership orientation and group effectiveness is contingent on how favorable the situation is for exerting influence. If there is some catastrophe which will befall a group or set of individuals if a task is not complete, then that group will be more effective as they are motivated to complete that task to avert that particular catastrophe.
Leadership, without doubt, is a significantly important function of management. It helps to aggrandize efficiency and to fulfil an organization’s goals. Leadership is the ability of a manager to induce the subordinates to work with confidence, determination, courage and zeal. It is also defined as ability to influence a group towards the realization of a goal. Leaders should have the capability of developing future visions, and to drive the organizational members to want to attain the visions. This paper states my points in which I duly believe, justifies the importance of an outstanding leader in any organization.