Leadership includes the ability to influence those around you with inspiration, empowerment, and courage. Leaders are continuously aware of their surrounding environment therefore maintain situational awareness to ensure their chosen leadership style remains relevant to the needs of followers. The fundamentals of situational leadership include coming to the realization that no single leadership style can be affective in all seneriors. Leaders must have the ability to adapt to fluid situations, remain emotionally calm, and ensure communication channals are never compromised. According to Anthony (2014), situational leadership is about making adjustments to ensure all followers remain attentive and receptive towards the leader. The success
…show more content…
Paul Hersey in the mid-1900s, the leadership model is known globally to help all kinds of people effectively influence others. According to Plunkett, Allen & Attner, (2013), there are three theories of leadership which address different situations and approaches. Beginning with Fiedler’s Contingency Model, it suggests managers should focus on either productivity or employees depending on structure, power, and relationship (Plunkett, Allen & Attner, 2013). Using this theory leaders must first determine if the situation is person or task oriented. By exploring certain factors such as leader relations, task structure, and leadership positions leaders can determine the proper style and approach or whether there is a personality conflict (Plunkett, Allen & Attner, 2013). Mitchell, Biglan, Oncken, & Fiedler, (1970) have written extensive test results using the task and employee approach along with least preferred co-worker (LPC) scores for both the leader and the follower. Mitchell, Biglan, Oncken, & Fiedler, (1970) asserts the Contingency Model is supported by tremendous validation and has been a serious contributor to the effectivness of leaders and managers. The accuracy and validity of this theory largley depend upon the leaders ability to recognize what type of situation has deveolped. Proudly supported and defending this theory is certainly not without flaws, of course relative to perspective these flaws can also be regarded as strengths. An …show more content…
In any business leaderhsip in human relations has been used as a blueprint for growth and success. According to Spaho, (2011), organizational communication is essential for effective human relations, growth, retention, and success, in any business. The goal of TFH is to welcome open communication using appropriate channels throughout company departments. Workers are the eyes, ears, and pulse of this organizaiton and must feel welcome to voice their opinions regarding what changes would yeild positive results. This company must understand the importance of interpersonal relationships used to measure performance, which leads to additional responsibility and promtion. Leadership has proposed to begin initial screening using the Life-Cycle Theory concept by first evaluating all employee skills, maturity, experience, and knowledge. This evaluation will eventually drive departmental break ups by relocating qualified employees in areas of responsibility relative to their
Paul Hersey in the mid-1900s, the leadership model is known globally to help all kinds of people effectively influence others. According to Plunkett, Allen & Attner, (2013), there are three theories of leadership which address different situations and approaches. Beginning with Fiedler’s Contingency Model, it suggests managers should focus on either productivity or employees depending on structure, power, and relationship (Plunkett, Allen & Attner, 2013). Using this theory leaders must first determine if the situation is person or task oriented. By exploring certain factors such as leader relations, task structure, and leadership positions leaders can determine the proper style and approach or whether there is a personality conflict (Plunkett, Allen & Attner, 2013). Mitchell, Biglan, Oncken, & Fiedler, (1970) have written extensive test results using the task and employee approach along with least preferred co-worker (LPC) scores for both the leader and the follower. Mitchell, Biglan, Oncken, & Fiedler, (1970) asserts the Contingency Model is supported by tremendous validation and has been a serious contributor to the effectivness of leaders and managers. The accuracy and validity of this theory largley depend upon the leaders ability to recognize what type of situation has deveolped. Proudly supported and defending this theory is certainly not without flaws, of course relative to perspective these flaws can also be regarded as strengths. An …show more content…
In any business leaderhsip in human relations has been used as a blueprint for growth and success. According to Spaho, (2011), organizational communication is essential for effective human relations, growth, retention, and success, in any business. The goal of TFH is to welcome open communication using appropriate channels throughout company departments. Workers are the eyes, ears, and pulse of this organizaiton and must feel welcome to voice their opinions regarding what changes would yeild positive results. This company must understand the importance of interpersonal relationships used to measure performance, which leads to additional responsibility and promtion. Leadership has proposed to begin initial screening using the Life-Cycle Theory concept by first evaluating all employee skills, maturity, experience, and knowledge. This evaluation will eventually drive departmental break ups by relocating qualified employees in areas of responsibility relative to their