Leadership Style In Situational Leadership

In the first situation, I would take Action C, that is, make the decision myself with reasons. After an assessment of the employees’ capabilities, I would choose the most qualified for the task at hand. Later, I would explain the reasons behind my decision to the workforce to avoid instances of distrust among the employees. The most qualified will be the one chosen to do the task before the impending deadline.

In the second situation, this manager would chose action A. By having an employee volunteer, this manager feels that he or she would more happier to work late than making someone who does not want to be there.

In the third situation, the one that involves the company’s softball team, I would take Action B, that is, seek the opinion of

I would delegate the responsibility of finding the most appropriate restaurant to my associates. The most appropriate need not be the most expensive. However, standards still have to be maintained. Once a thorough research has been conducted and the results handed in, I would make the final decision, putting in mind specific aspects of the suggested

Although this kind of leadership style is not always consistent with future predictions, it is the most appropriate regarding the situation that the organization might be in (Von Krogh, 2012, p. 262). From these predictions, managers are in a better position to apply the most appropriate style of leadership, depending on the situation. Thus, this manager feels the actions support his type of leadership skills.

The task behavior terminology is most appropriate in situations where the workforce requires a great deal of supervision and direction from their supervisors (Greenberg, 2013, p. 353). This type of situation is referred to as the telling. This kind of leadership style is also appropriate in situations where the employees are able and willing to do what is required of them.

However, in management, this type of situation is commonly referred to as delegating. Here, the employees do not require a lot of supervisions. They follow directions and instructions given by their managers and supervisors to the letter. However, in delegating, there is a low relationship level between the employee and their