Weekly Paper 8: Situational, Path Goal, LMX, Mentoring: Viren Kheni
Leadership has been examined for a number of years to discover how successful leaders are created. To better understand leadership, researchers have proposed several theories, including the trait, behavioral, contingency, and full-range models of leadership. Behavioral contingencies state the if-then conditions that set the occasion for the potential occurrence of certain behavior and its consequences. There are various Behavioral Contingency models. We have discussed Normative Decision Making model last week. In this paper we are going to discuss about another remaining models: Situational, Path Goal, LMX and mentoring. This behavioral contingency is not only related to leader’s
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This model is well accepted in many companies. Leader’s behaviors monitored in this model are consideration and structuring. Situational Leadership is a popular leadership style introduced and popularized by Kenneth Blanchard and Paul Hersey that theorizes the use of different leadership styles according to the situation. The leadership model requires a person to analyze the needs according to a particular situation and adapt to the scenario by using the most appropriate leadership style. Versatility and adaptability are two primary requirements needed from a leader using the situational leadership method, as the leadership style will vary depending on the situation. Depending upon willingness and ability of the subordinates there are four different types of Situational leadership:
Directing – This leadership approach is most appropriate when the followers have low willingness and low ability for the task at hand. When the followers cannot do the job and are unwilling or afraid to try, then the leader must take a highly directive role. Directing requires those in charge to define the roles and tasks of the followers, and supervise them
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You show sensitivity to individual team members ' needs. This leadership style is best when tasks are repetitive or stressful.
Directive leadership – With this, you communicate goals and expectations, and you assign clear tasks. This style works best when tasks or projects are unstructured.
Participative leadership –Here, you focus on mutual participation. You consult with your group, and you consider their ideas and expertise before making a decision. This approach works best when your team members are experienced, when the task is complex and challenging, and when your team members want to give you their input.
Achievement-oriented leadership – Here, you set challenging goals for your team. You have confidence in your team 's abilities, so you expect your team to perform well, and you maintain high standards for everyone. This style works best when team members are unmotivated or unchallenged in their work. I would conclude by saying that we have covered all the areas and aspects of leadership that includes trait, behavioral and contingency approaches to the leadership. It is considered that we are born naturally with traits as a part of our personality and we gained several behaviors from our family and surroundings. Its up to us how are we contributing our self to be a better leader it and in which manner are we using it! Thank you!
Working at a large healthcare organization, it is important that managers are aware of the different management styles. This will help in becoming effective leaders. The theory I have identified in my organizations Situational Theory. Situational leadership
Beginning in about 1950, the emphasis in leadership research shifted from the trait approach to the situational approach. In 1948, Ralph Stogdill survey of trait research concluded there were no universal leadership traits. In 1949, J.K. Hemphill published a book focusing completely on the situational factors in leadership. Thus, a new emphasis came into leadership research, not on whom or what the leader is, but on where leadership occurs and the condition under which it occurs. A corresponding de-emphasis on personality variables accompanied the new emphasis on situational factor.
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
Collaborative leadership is defined by a process, rather than what leaders do. Collaborative leadership can be implemented
Situational leadership is easy to understand and gives you multiple tools and styles to be able to train and work with all types of employees. As a military member we are taught leadership traits once you become a noncommissioned officer. The situational leadership style is always brought up, because it can be widely used over all groups of people and personalities. The situational leadership styles easily covert over to the political framework, and give a manager more tools to become more effective for both the employees and the
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
They further stated that most leadership forms a new paradigm for understanding both the lower and higher order effects of leadership style. The style of leadership which is adopted by a leader is influenced by the leader’s background, personal experience, religion, political affiliation, ideology, inclination, culture and even orientation without necessarily being based on the dynamics of the situation. The major leadership constructs consist of transformational leadership, transactional leadership, and lazzirfair leadership others that are going are common are democratic and autocratic types of
According to the Skog et al (2012), situational leadership is the model where leader adapt himself according to the ability of the follower. Situational leadership is the most accurate and flexible approach foe the leaders who work in the diversity of population. It is the best model in terms of assessing the performance of the team in relation of acuity changes. The best thing is that situational leadership consider organisational context into account. Leaders work in different
In order to ensure that I function as an effective leader, I must observe and reflect upon major leadership theories and models. I believe the Situational Leadership Theory, the Path-Goal Theory of Leadership, and Vroom and Yetton’s Normative Decision Model may help me achieve this high quality leadership that I seek. These theories and models are not without their faults, but studies have proven them to provide some level of effectiveness. Further reflection on each will help to determine what theory/model or what combination of these theories and models will yield me the best results.
Bass (1990) states that transformational leadership is identified by different patterns of behavior. Firstly , transformational leadership delivers the charisma to be a leader in order to gain respect and trust. Secondly, the characteristics of a leader show efforts to change a purpose of the transformation process and to effectively communicate. Finally, transformational leadership proposes that leaders treat employees individually to show them attention and provide them coaching and advice to show that you care about your employees. However, Wang and Howell (2010) claim that transformational leadership is in every individual.This means an individual can develop their potential to enhance their abilities and skills to improve and overcome any weaknesses. In relation to group work transformational leadership helps to grow common values and beliefs, and to inspire group members to reach their group goals. In this type of situation, leaders treat equally towards members and to make them feel comfortable. However, on occasions problems occur during team work which puts a leader into a situation to overcome the condition. For example, if one of my team members has no belief in me to lead the group, my attitude towards the group and the member will change as they have shown a lack of confidence and interest in teamwork. According to Novicevic, Harvey, Buckley, Brown & Evans (2006) explains that authentic leadership is when a leader shows their individual responsibility in what they were responsible for in their organization. Novicevic, Harvey, Buckley, Brown & Evans (2006) discusses a particular style of leadership which is the matrix of executive leadership. This style of leadership occurs when a leader has lost confidence in them self. The
In Situational Leadership theories it is highly recognized the workplace is a complex setting subject to rapid changes. For this reason, it is unlikely that there is one specific way to deal with such arising situation hence leading effectively depends on the situation at hand.
Hersey and Blanchard’s Situational Leadership Theory (SLT) asserts that a leader’s effectiveness is dependent upon the readiness, or ability and willingness, of the leader’s followers to complete a task. This leadership style is an amalgamation of task-oriented and relationship-oriented characteristics that are employed depending upon the situation and the followers involved. According to the SLT, as followers increase in readiness the leader’s style is to adapt accordingly (Kinicki & Kreitner, 2009).
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.
For example, a well-structured group with a weak leader-member relationship would benefit from someone who uses a relational and oriented leadership approach. Groups who are already structured and task-oriented would not require additional structure or directives to accomplish a goal, yet they could benefit from the leader who makes them feel a part of a team. Conversely, groups or teams that do not have a structure or a strong leader-member relationship could benefit from the structure and discipline provided by a task oriented leader. Overall, the decision should ultimately be determined by the overall needs of the group or team that needs to be
There are three types of leaders which include delegative, directive, and participative. Leaders that listen more than speaking and are interested in allowing others direct the movement of the conversation are delegative. Directive leaders provide others with instructions and what is expected of them, how they are to complete the task, and a time frame for when the work should be finished. When a leader requests others to take part in the means and ways of getting work completed, they are using a participative style. After participating in the leadership role for my group, I have discovered that I am a delegative leader. As a leader, I like to include team members in the decision making process. I like to receive ideas, feedback, and suggestions from team members. As a leaders, I expect my followers to make an effort in solving problems on their own. I like to think that as a leader, that I have the final say with the help of the group