Response Task
Hello Jacqueline
I am impressed by your captivating post on the contingency theories. It is particularly true that a leader’s response to a particular situation might be ineffective for a different scenario. Furthermore, you clearly identify the contingency theories to include the decision-making theory, path-goal, situational leadership, and Fielders theories. Fielders’ theory in this case advocates for a fit of the leadership style to the situation. As you have indicated, a leader has either the option of changing a situation to fit their leadership styles or modify their behavior to tackle the underlying situation. The tool used in the assessment of the leadership style is indeed the Least Preferred Coworker scale with the highest-ranking indicating effectiveness in moderate situations. Skimming through your post I also notice that just as the name suggests you highlight that Blanchard and Hersey indicated situational leadership as a measure on how a leader deals with a situation. Such a situation is mostly based on the ability to diagnose the subordinate’s maturity.
During your organized write up it cannot be disputed that you arranged the contingency theories in order of priorities. As a result, you indicate that the path-goal theory focuses on how effectively the leaders assist the subordinates achieve their goals. Indeed a leader bears the role of ensuring that the subordinates have an easier journey towards achieving the organizational goals. They also as you highlight and captioned by House need to make the instructions directed to the subordinates are clear. Eventually, a measure to advance the skills of the employees would not only make them prolific to the organization but improve their living standards. As a result, the juniors are motivated to enhancing the organizational goals. Your concluding remarks indicate that the decision-making system of leadership ensures that the group has the necessary support. The similarity across the theories is that the contingency is based on the parties involved, task, and the situation.
Reply Two
Hello Matthew
Thank you for the appealing comparison of both the transformational and charismatic leadership. As illustrated the charismatic leaders acts as role models to their followers as a means of building their images. Such a move though based on popularity takes focus on meeting the needs of the subjects. As a result, some of the prominent traits of charismatic leaders are sensitivity to the needs of the followers, taking personal risks, and articulation of visions. Your post gives a counter comparison of the strategies utilized by the two types of leaders. It particularly points out that unlike the charismatic leaders, the transformational leader aims at making the followers independent.
Among the strategies, you highlight for a transformational leader is the delegation of vital authorities to teams, the development of self-confidence, elimination of barriers, and provision of access to information. A reader of your post cant fails to note that a transformational leader is rather not egocentric on their goals. They thus strive to drive the attention of the followers towards the need to achieve collective goals rather than focus on personal interests. The leaders’ course is noted to not be an easy one. It thus calls for encouragement, excitement, and motivation of the followers towards the said goals. Besides the leader aims at incorporating people’s views rather than dominating the decision making systems. Such a measure improves on the innovation of the team members. As you highlight in the end both transformational and charismatic leaders are effective in enhancing organizational performances. The effectiveness of the leadership is however based on the ability of the leader to influence the followers. Your reference to Burtons’ case is particularly essential since it acknowledged that he is able to rally the team members behind his vision. He further promotes the ability of the ill-skilled managers in addition to promoting the confidence of the employees. The tenure of his vision is nevertheless shortlived based on the futile decision of failing to establish a supportive team.