Topics: Leadership, Management, Organizational studies and human resource management Pages: 5 (1424 words) Published: January 12, 2013
The four situational leadership models

Everest University
Management of Professionals
January 5, 20


In this paper the team was asked to discuss the similarities and differences of the four situational leadership models. In the following paper I will discuss the SLT models which are Fielder’s Contingency Model, Vroom, Yetton and Jago Model, House’s Path-Goal Model, and Hersey-Blanchard theory. I will define the theories as well as compare and contrast the SLT models.

Introduction to Situational Leadership Styles
The situational theory model addresses the fact that “one size does not fit all” in the realm of leadership styles. There is no single best approach to manage a workforce; rather it is about choosing the appropriate leadership style for the right people to maximize communication and performance. Employee’s motivation is driven by a manager’s capability to adapt to their workforce and culture. These four SLT models combine a range of managerial styles that are tailored to adapt to the different personalities within an organization. Some are more flexible than others. Overall, they seek to expand the knowledge base on leadership theories and provides a more modern approach to understanding effective leadership models compared to the traditional model that states the same leadership tactics will be effective across the entire organization (Irgens, O. M. 1995). The following sections will provide insight into each of the models. Based on Fiedler’s theory, a leader’s behavior is dependent upon the favorability of the leadership situation. Three factors work together to determine how favorable a situation is to a leader. These are: Leader-member relations - The degree to which the leaders is trusted and liked by the group members, and the willingness of the group members to follow the leader’s guidance. Task structure - The degree, to which the group’s task has been described as structured or unstructured, has been clearly defined and the extent to which it can be carried out by detailed instructions. Position power - The power of the leader by virtue of the organizational position and the degree to which the leader can exercise authority on group members in order to comply with and accept his direction and leadership (Ivancevich, Konopaske & Matteson, 2011). The biggest criticism this model has faced is that it is considered rigid because he believed one’s natural leadership style is fixed rather than being so adaptable to employees and that one’s position of power plays a role in one’s task and position. Leaders are suited based on their leadership style in which they are categorized as either task-oriented or relationship oriented. According to of the Vroom, Yetton and Jago Model, there are 3 leadership styles described below. Autocratic Type 1 (AI) - Leader makes own decision using information that is readily available to him at the time. This type is completely autocratic. Autocratic Type 2 (AII) - Leader collects required information from followers, then makes decision alone. Problem or decision may or may not be informed to followers. Here, followers' involvement is just providing information. Consultative Type 1 (CI) - Leader shares problem to relevant followers individually and seeks their ideas and suggestions and makes decision alone. Here followers do not meet each other and the leader’s decision may or may not reflect his followers' influence. So, here follower’s involvement is at the level of providing alternatives individually (Vroom, 2003). Leaders have five styles of leadership in which they can either group or individual decisions. House’s Path-Goal Model the four The four leadership styles are: Directive: Here the leader provides guidelines, lets subordinates know what is expected of them, sets performance standards for them, and controls behavior when performance standards are not met. He makes judicious...

References: Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). Organizational behavior and management. (9th ed.). New York, NY: McGraw-Hill/Irwin.
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