Compare and Contrast Leadership Models
It is important for any organization to adapt a leadership style in order to understand employees and be able to adapt to change as the organization demands it. The managers will always be in the directive mode and the leader will be in the supportive mode along with other styles that are needed in order to lead team mates.
The Fiedler’s theory helps many of us understand that there is no right or wrong leadership style.“Situational contingency theory agreed with Contingency theories on the basic idea of there being no single correct solution to organization. This and other similarities led to its main tenets merging into mainstream Contingency Theories. Situational contingency theorists such as Aldorry, Tooth, V room, and Jajo held that group effectiveness requires a match between a leader's style and ...view middle of the document...
“Readiness,” in this sense, is largely based on two major factors – follower ability and follower confidence (Hersey, P., & Blanchard, K. H. (1993).” The organization is blind folded to see that many employees are ready to perform duties without the guidance of the manager. Both the Fiedler’s contingency and Blanchard’s situational model are important to the life of a manager and a leader and also in cases for those who have both skills the manager skills and the leadership skills. The organization I work for does not have a clear understanding of the leadership style that they are implementing for everyone. The preferred style of leadership in the organization is directing style and the supporting style is what they claim they used. However that is not what they are implementing with their current leadership style. The organization is changing so fast that the ones who are calling themselves leaders are more concerned with growth, hiring their friends to bring the directing leadership style rather than the supporting style. The focus of delivering numbers is making every manager forget what the organization was all about. The leadership style that the organization I work for prefer is the direct style. Which does not leave room for employees own development; helping them experience ownership, expand their knowledge as future leaders. As the organization directs managers, managers also direct employees to do their task. The organization is task oriented. This means the organization has quite a long journey to achieve its goal style; the manager’s needs to learn how to be leaders in order to motivate, coach, support, and delegating with employees the tasks.
“Directing – one-way communication where leader tells and shows follower what to do, and closely supervises them doing it (Blanchard 1985).”
“Supporting – leader focuses on motivation and confidence issues and leaves task decisions to follower (Blanchard 1985).”