The Situational Theory Approach And Contingency Approach Essay

The Situational Theory Approach And Contingency Approach Essay

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The situational theory approach and contingency approach are both two major types of leaders approach that researchers have studied for several years. Northhouse (2013, p.99) stated that, “the premise of the theory is that different situations demand different kinds of leadership”. For simple understanding it means that leaders have to be able to switch and adapt their style as different situation arise. Situational approach is broken down into two main dimensions, which is the directive (task) and supportive (relationship) behaviours.
The directive behaviour as used by managers is a way of helping followers achieve their goals by giving direction, establishing goals and methods of evaluation, setting time lines, defining roles and showing how goals are to be achieved Northhouse (2013, p.101). In the directive behaviour the leader is the one in charge, as it is known as the one –way communication.
The situational behaviour helps followers feel comfortable with themselves, their fellow coworkers and their current situation, this involves a two-way communication unlike the directive behaviour, the leaders asks for input from his followers, problem solving, praising, sharing information about oneself but at the end of the day makes the last decision over any matter Northhouse (2013, p.101).
Northhouse came up with a chart to help break down the two major behaviours mentioned above into four distinct categories;
• High directive and low in supportive style (directing)
• High directive and high supportive style (supporting)
• High supportive and low directive (coaching)
• Low supportive and low directive (delegating)
Due to the presences of these categories, the effects of situational approach on leadership became prevalent, the direc...

... middle of paper ...

...understand that they do not have to be everything in the organisation. Understanding the leaders strongest ability and placing him in a point of advantage. This approach matches the leader and the situation but does not demand that the leader fit every situation.
• It does not enable a leader grow in their career path, because it does not promote a leader to learn new style of leadership he might end up never being productive at the higher levels of an organisation.
• The LPC scale is arguable because it requires an individual to be the judge of character of another individual and his behaviour, it is not easy to complete correctly without biases or human error.
• There is the tendency to mismatch a leader and a situation in a work place, it does not teach leaders to adapt their styles to various situations in other to improve leadership in the organisation.

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