Contingency Leadership Theories and Effective Leadership

800 WordsApr 23, 20194 Pages
Contingency Leadership Theories and Effective Leadership Contingency leadership theories attempt to define leadership style, the situation, and answer the if-then contingencies. Situational leadership theory is a contingency theory that focuses on followers’ readiness: the extent to which people have the ability and willingness to accomplish a specific task. Path-goal theory states that it is the leader’s job to assist followers in attaining their goals and to provide direction or support needed to ensure that their goals are compatible with the organization or group goals. Each theory was developed as a separate model for leaders to determine which leadership style to use in different contexts or situations. However, both models can be…show more content…
That behavior applies to both telling and selling styles in STL. The leader in the telling style defines roles and tells people what, how, when, and where to do various tasks. The leader in the selling style provides both directive and supportive behavior. In path-goal theory, a participative leader consults with group members and uses their suggestions before making a decision. That behavior is very similar to the participating style in STL where the leader and followers share in decision-making and the main role of the leader is facilitating and communicating. The achievement-oriented leader in path-goal theory can apply to all styles of STL. The supportive leader in path-goal theory shows concern for the needs of followers and is friendly, which can also apply to all styles of STL but with less emphasis once a team reaches the delegating style. Followers and Environment Situational leadership theory and path-goal theory both recognize the importance of factors beyond the individual leader that must be considered when developing an effective leadership plan. For a team that has a high ability and considerable experience where they are both willing and able (R4), directive leadership is likely to be perceived as redundant. Therefore, being a supportive leader and using a delegating style will be more effective for a team who does not need a leader to tell them what to do. For a team that has
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