Learning Pockets and PowerPoint Presentation A Requirement in Transformational Leadership (EDUC 202) Submitted by Kristel F. Ebrada Submitted to Marilyn L. Baysa, Ph.D. 2nd Semester, 2022-2023 Contingency Theory What is the contingency theory of leadership? The contingency theory of leadership states that effective leadership is contingent upon the situation at hand. Essentially, it depends on whether an individual's leadership style befits the situation. According to this theory, someone can be an effective leader in one circumstance and an ineffective leader in another. In other words, a type of leadership might be appropriate under specific conditions, but another kind of leadership might be preferable for the same organization under different conditions. This theory ignores the false dichotomy that someone is either a "good" or "bad" leader. Instead, it focuses on matching the right leadership traits to the situation. This theory of leadership accommodates the reality that success in an undertaking is often a combination of the attributes of the leader and the attributes of the challenge. "Good leadership" is contingent upon how one responds to the situation. The idea is that nothing is set in stone and that the leadership has to adapt to individual situations and circumstances. The very first contingency theory was developed by Austrian psychologist Fred E. Fiedler in the 1960s. Fiedler's model continues to be one of the leading contingency leadership theories. From Fiedler's research, more modes of thinking were born: Contingency theory Fiedler’s model says there are three important factors for “situational favorableness”: leader-member relations, task structure, and leader’s position power. • Leader-member relations refer to the strength of a leader’s relationship with their team and employees. Relationship strength can be determined by the level of trust and respect shared between a team and its leader. The stronger the leader-member relations, the more favorable the situation • Task structure refers to how clearly defined and organized a project's tasks are. Well-structured tasks have high task structure and vice versa. The higher the task structure, the more favorable the situation • Leader position power refers to the level of authority a leader has over their team. The higher up on a company's hierarchy or organizational structure, the more power a leader has. The higher the position of power, the more favorable the situation The Path-Goal model, developed by Martin Evans and Robert House in 1971 states that leaders should be extremely flexible in selecting a concrete style to help team members reach their individually set goals. When saying leadership styles, the model mentions The Directive Clarifying Leader, The Achievement-Oriented Leader, The Participative Leader, and The Supportive Leader. Supportive style. Leaders who consider their team members' personal preferences and treat well-being as important as productivity. Participative style. Leaders who work alongside their team and ask for input or feedback before making decisions . Directive-clarifying style. Leaders who give explicit tasks and instructions. Achievement-oriented style. Leaders who set high expectations and goals for their team and encourage autonomy and independence. The Decision-Making model, developed by Victor Vroom and Philip Yetton in 1973 proves that decision-making is the most important factor affecting the relationship between the leader and the team members. So the formers should build and maintain the relationship. In this model, there are five leadership styles, including Autocratic (A1), Autocratic (A2), Consultative (C1), Consultative (C2), and Collaborative (G2). Autocratic style. Leaders who make decisions independently Consultative style. Leaders who consult their team members but ultimately make decisions independently Collaborative style. Leaders who make decisions democratically Characteristics of Contingency Theory Although there are many contingency theories, they all share a similarity; they all believe one single type of leadership is inappropriate for every situation. Therefore, the key in every contingency theory is determining the kind of leadership suitable for every situation. All the contingency theories advocate for a certain flexibility in the management method to achieve the best results for the organization. “The quality of leadership, more than any other single factor, determines the success or failure of an organization.” The success or failure of an organization depends on the quality of leader the organization has. What is a Path-Goal theory? The path-goal theory of leadership says that a leader's style, traits and behaviors influence team productivity, motivation and satisfaction. This theory comes from expectancy theory, which is the assertion that individuals act in a certain way based on the expectation of a desirable outcome. Path-goal theory assumes that a leader complements their employees and can compensate for their shortcomings. Effective leaders, according to this theory, give their employees a clear path to follow to achieve goals, removing challenges and obstacles. The theory provides guidance for ways leaders can encourage and support employees in reaching their goals. 4 types of path-goal theory 1. Achievement-oriented the leader focuses on encouraging excellence by setting challenging goals. Leaders encourage employees to pursue their highest level of performance and the leader trusts their ability to handle this. Strategies: a. leaders must display complete confidence in their team's ability to overcome obstacles. b. Set high expectations for employee goals. c. Create a list of objectives that you want your team members to complete and a time frame in which they're required to have them completed. d. Express your confidence that the goal is achievable, even if there is a tight deadline attached to it. e. Tie the completion of the objectives to a higher goal or specific project or priority 2. Directive path-goal clarifying the leader provides employees with clear guidelines for the processes and expectations for them, as well as how they should best carry out tasks. This style of leadership aims to reduce ambiguity in job functions and clarify work processes. Strategies: a. Because this style of leadership is task-oriented, where the leader provides strict guidelines, goals and performance standards, the best way to apply this style is through extensive training or one-on-one coaching. b. Break down bigger goals into smaller steps with milestones. When using this leadership style, try to leverage rewards for achievement, particularly when employees reach important milestones. 3. Supportive the leader pays attention to the needs and well-being of employees and makes work pleasant for them by being friendly and empathetic. Leaders who operate under this style treat employees with respect and offer support when needed. Strategies: a. leaders should show genuine concern about the needs of their employees and want to do all they can to help the employees reach their goals. b. It is most effective in situations where relationships and tasks are physically or psychologically challenging. c. Supportive leaders can focus on creating a warm and friendly environment and showing employees they're friendly and approachable in the event of a problem or concern. d. By being empathetic and motivating, managers can develop more cohesive cultures and safe work environments. 4. Participative involves consulting with employees on important decisions related to work, task goals, and paths to reach goals, enabling the employee to be directly involved in the decision-making process. a. employees can take part in goal setting. Meet regularly with employees to discuss goals and come up with a strategy together for how you plan to achieve those goals. b. Encourage employees to provide feedback regarding progress. c. This can help you work together to reach objectives, improve processes, and elevate business strategies. Resources: https://www.indeed.com/career-advice/career-development/path-goal-theory https://www.leadershipahoy.com/contingency-theory-of-leadership-explained-by-aceo/#The_Different_models_of_Contingency_Theory_of_Leadership https://www.edapp.com/blog/path-goal-theory-in-online-leadership-training/ https://www.betterup.com/blog/contingency-theory-of-leadership
