Leaders in Unique situations
The leadership plays the role according to their traits, sometimes a leader of specific capability, has failed to overcome the whole situations of other events. This is because he may translate the bottom to top situations with simple manners of love and affection, but he needed to mold the situations for the specific people's needs, to eradicate towards the demanded perspective of the masters or bosses, that needs to adaptation, which is possible only in managers, and leader cannot commit change his vision.
Some managers are performing best in the situations to adopt the need-based decisions, but they cannot entertain the organization in smooth running, because certain situations faced by him, which are contradiction with one another, but he has processed it same for all, which is not possible, so he should decide according to merits of the decisions, which can entertain the leadership type of manager. Leader has its vision' to entertain the situations, while the manager owes to do according to the demands of the bosses, which is the major difference between the leader and the manager.
In these situations, the leaders are adopting the contingency model of leadership, which can consider the situations and the context, where he has to perform. The manager who deals with the situation within the existing context of the organization, is a contingency model of management, streamline the workers to do their duties according to the needs of the organization concerned, whose are feeling ease to do their job and the work routine of the organization would not make any disturbance.
Fiedler’s Contingency Model
The Fred E.Fiedler was the well-known researcher of leadership, he studied the personnel traits of leaders and the situations where he has to lead. It eases the learners, to know the causes of failures of the leaders because he admitted that one can perform best in specific situations and cannot perform in all situations. He also revealed the facts about effective leadership in certain situations.
Leader style:
He emphasized that the personality traits influence the effectiveness of the leaders. He introduced the leadership styles to know the personality traits of a leader. He had picked up two personality traits to introduce as the best manager.
Relationship-oriented
In this style, the leaders are compacting their relationships with the subordinates; they owe to create a relationship with subordinates in a manner they love him much and respect him all above the job requirements. The subordinates of these types of managers will fully support their leader and performing in any context to show their love and affection with their manager.
Task-oriented leaders:
These types of leaders having pleasant relationships with subordinates but subject to completion of their tasks on time. They are teaching their subordinates how to pick up your assigned task, which would lead to their progress and upgrade their designation of a job, and their salaries increased.
The Fred E.Fiedler instructed the leaders to measure their subordinate's progress regarding their dealing in a working relationship, that how much they are hard to deal, within compliance of his specific orders. They should enlist the priority-based companions, considering their orders for compliance through obedience. He emphasized to scrutinize the workers, how much he is boring or interesting, cheerful or gloomy, enthusiastic or non-enthusiastic, and how cooperative or non-cooperative. He called them the least preferred coworkers (LPC)
The relationship-oriented managers love to describe the LPC as a positive term, as they create the good-relationship with Co-workers, which leads them to the humanity based managers, to think well for all. While the task-oriented managers take it as a negative term, because of the accomplishment of an assigned task, and the workers see them as terrible manager to think badly for others due to asking to complete the task on time, therefore they are tagging them as high LPC and Low LPC manager, respectively.
SITUATIONAL CHARACTERISTICS
The leadership style has the specific characteristics, as they cannot adapt and modify their actions according to situations, that's why Fielder introduced three characteristics according to situations, which are favorable for certain situations for leading an organization as:
Leader-member relations:
The powers of the position, task structure, and leader-member relations, when it suited the situations for leading, the manager can influence the subordinates and can get the high-level performance and provide a contribution to the organizational development efficiently and effectively within the given events and situations. Otherwise, when the situations are not suitable for leading, the manager feeling very hard to exert influence and he cannot attract the Co-workers.
The Fielder found the leader-member relations a key to attracting the worker's attention towards the organizational objectives, because the workers have heart feelings for their managers, to perform their functions in the interest of an organization. That means the leader-member relations are the excellent choice for favorable situations, to tackle the issues of non-compliance.
Task structure:
The favorable task structure also adhere to the manager tie with workers in the situational characteristics, because as the workers know; what to do? How to do?, and when to do? It is the clear-cut task to complete and they also know the needs; to accomplish, he will show excellent compliance, so the situations are suitable for leading with highly structured tasks.
Position Power:
The designated powers of the managers are very important for a manager to deals with the subordinates, if he has the said powers, he owes to show the progress with high quality, because he can make the tailor-made decisions according to situations, so the subordinates attracted towards him and also show the compliance because he has the legitimate, rewarding authority and coercive powers to do, otherwise, the possibility of the compliance from subordinates will be very hard to control.
Conclusion:
I am concluding:
- The owners of the business should empower the manager to deal with the situation because he needed the change in progress positively, otherwise, the manager will kill the time only.
- The managers should manage the tasks to accomplish with a clear-cut logical framework along with a schedule work plan.
Great
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