The Theory Of Management And Management

There have been numerous theories surrounding leadership, which attempt to explain which form is most effective in the workplace. A universalistic approach was once used to rationalize leadership and it was believed that successful leaders possessed certain common abilities and traits. However, today due to external factors such as globalization and advanced technologies, there has been an evolution towards a new paradigm of leadership. Subordinates want to feel empowered and engaged at the workplace and often the behaviors and relationships between leaders and their subordinates become important to understand in order to fully understand effective leadership. Contingency theories have been developed in which people began to look at the behavior of leaders in specific situations. Two such contingency theories are: Path-Goal and Hershey and Blanchard’s Situational Theory.

When you consider Fiedler’s Contingency Theory, there are two types of leaders who are effective in different types of situations. There are the task-oriented leaders who are effective in scenarios which need structure and often clarification. These leaders are often found to be most effective in crisis type

I strongly believe that a leader must be adaptable to the situation and therefore prefer the Contingency theories. I shall therefore use two contingency theories to illustrate my ability to fulfil key responsibilities of my leadership role.

The contingency approach, founded in the 1970’s differs from the behavioral approach. “Examining various situational variables is central to understanding leadership in organizations, according to the contingency theorist” (Stojkovic, Klofas & Kalinich, 2012). Fiedler’s Contingency Model is one of those contingency theories.

The contingency model developed by Fiedler is based on the foundation that a meticulous leadership style is most effective in opposed situations. The key element would be to outline which leadership style needs to be used in what situations.

The Contingency theory, developed in 1950s, argues that there is no 'one best way ' to structure an organization and we face different possibilities when determining how it should be structured and how it should be managed. Successful organizations adopt structures that are an appropriate response to a number of variables, or contingencies (Enoch, 2006).

Fiedler’ model is considered the first highly visible theory to present the contingency approach. It stated that effective groups depend on a proper match between a leader’s style of interacting with subordinates and the degree to which the situation gives control and influence to the leader (Fiedler, 1967). Fiedler argued that the leadership style could be indentified by

The contingency model of leadership is based upon the relationship between three aspects of leader-follower-situation model. Apart from this contingency model, leaders are assumed to act in a flexible manner.

Management theories are utilized in various organizations in an effort to increase organizational effectiveness and service delivery. The management theory that an organization decides to adhere to will vary based on the type of organization, as well as, the services and/or products that it offers. Therefore, it is not uncommon for an organization to use multiple theories when implementing strategies in the workplace.

The Contingency Theory applied to factors unique to each situation to determine whether specific leader characteristics and behaviors will be effective. Researched findings credit Fiedler 's contingency theory as the first to specify how situational factors interact with leader traits and behavior to influence leadership effectiveness. This theory suggests high interest in the situation determines the effectiveness of task- and person-oriented leader behavior.

The best perspective of leadership style that explains the scenario in McShane and Von Glinow (2010) is Fiedler’s contingency model. According to the contingency perspective of leadership the most appropriate style of leadership will always depend on the situation at hand and no one leadership style will work in every situation. Leaders must have a high level of emotional intelligence to be able to foresee the situation and change his or her style of leadership to best work for the situation (McShane & Von Glinow, 2010). This scenario is an example of a leader being unable to adapt to the situation and forced his leadership style unto an organization resulting in failure.

Coach Shirley’s leadership effectiveness rests upon her ability to initiate a more balanced leadership style. First, Shirley should adopt a way to predict the responses from her behavior. For example, Fiedler’s contingency model outlines

This paper will demonstrate my understanding of the Contingency approaches, the difference between character and characteristics, situational theory and the Path-Goal Theory. I will give an assessment of how the application of each can enhance my leadership effectiveness. I will cover how it has made me rethink preconceived ideas about what it means to be a leader to flowers. I will focus on the relationship between leader, follower and situations.

The most popular and extensively researched situational theory of leadership was first proposed by Fred Piedler during the 1960s. Fiedler's model claims that group performance depends on the interaction of the leader style and the favorableness of the situation. Fiedlers major contributions consist of(l) iden-tifying the leadership orientation of the leader and developing a way to measure it, and (2) identifying three situational factors influencing leadership and developing a method of measuring them

First, I will discuss the exemplary management theories that transpired around the twentieth century. These involve scientific management, which center of attraction was on associating per-sonnel and jobs to increase effectiveness; and administrative management, which center of atten-tion is on recognizing the principles that will impel to the beginning of the nearly adept structure of management and organization. Next, you have behavioral management theories which was estab-lished both prior and subsequently the Second World War, which spotlight was on supervisors should guide and supervise their personnel to optimize their effectiveness. Then you have man-agement science theory, which was current during the Second World War and which has evolved to be very