The situational theory of leadership suggests that no single leadership style is “best.” Instead, it all depends upon the situation at hand and which type of leadership and strategies are best-suited to the task. According to this theory, the most effective leaders are those that are able to adapt their style to the situation and look at cues such as the type of task, the nature of the group, and other factors that might contribute to getting the job done.
Situational leadership theory is often referred to as the Hersey-Blanchard Situational Leadership Theory, after its developers Dr. Paul Hershey, author of The Situational Leader, and Ken Blanchard, author of One-Minute Manager.
Hershey and Blanchard’s Leadership Styles
Hershey and Blanchard suggested that there are four primary leadership styles:
Leadership and Maturity Levels
So how exactly do leaders and managers determine which style of leadership to use? The right style depends a lot on the maturity level (i.e. the level of knowledge and competence) of the individuals or group.
Hershey and Blanchard’s theory identifies four different levels of maturity
The Hershey-Blanchard model suggests that the following leadership styles are the most appropriate for these maturity levels:
The SLII Model
The Situational Leadership II (or SLII model) was developed by Kenneth Blanchard and builds on Blanchard and Hershey’s original theory. According to the revised version of the theory, effective leaders must base their behavior on the developmental level of group members for specific tasks. The developmental level is determined by each individual’s level of competence and commitment.
SLII also suggests that effective leadership is dependent upon two key behaviors: supporting and directing. Directing behaviors include giving specific directions and instructions and attempting to control the behavior of group members. Supporting behaviors include actions such as encouraging subordinates, listening, and offering recognition and feedback.
The theory identifies four basic leadership styles.
The main point of SLII theory is that not one of these four leadership styles is best. Instead, an effective leader will match his or her behavior to the developmental skill of each subordinate for the task at hand.
Important Situational Factors
Experts suggest that there are four key contextual factors that leaders must be aware of when making an assessment of the situation.
First, leaders need to consider the relationship between the leaders and the members of the group. Social and interpersonal factors can play a role in determining which approach is best. For example, a group that lacks efficiency and productivity might benefit from a style that emphasizes order, rules, and clearly defined roles. A productive group of highly skilled workers, on the other hand, might benefit from a more democratic style that allows group members to work independently and have input in organizational decisions.
Second, the leader needs to consider the task itself. Tasks can range from simple to complex, but the leaders needs to have a clear idea of exactly what the task entails in order to determine if it has been successfully and competently accomplished.
Third, the level of authority the leader has over group members should also be considered. Some leaders have power conferred by the position itself, such as the capacity to fire, hire, reward, or reprimand subordinates. Other leaders gain power through their relationships with group members, often by gaining respect from group members, offering support to employees, and helping workers feel included in the decision-making process.
Finally, as the Hershey-Blanchard model suggests, leaders need to consider the level of maturity of each individual group member. Maturity level is a measure of both an individual’s ability to complete a task as well as their willingness to complete the task. Assigning a job to a member who is willing but lacks the ability is a recipe for failure.
“Correctly gauging this level of maturity allows the leader to select the most appropriate leadership approach to facilitate self-dependent and self-motivated employees who can accomplished goals,” explain authors Nevarez, Wood, and Penrose in their text Leadership Theory and the Community College: Applying Theory to Practice.
Observations
By Kendra Cherry
Source: About.com
If you were to ask a random person on the street what an HR professional does, their answer would probably be conflict resolution, or that HR folks deal with employee salaries and benefits. And while that is part of an HR professional’s responsibilities — to ensure employee safety, respect and accountability — that doesn’t even scratch the surface.
With remote work destined for good to be a fixture of the modern workplace, almost half of companies are monitoring remote employees’ online activities. Monitored activity can include active work hours, websites visited, chats, and messaging logs. Almost a third (31%) of respondents said their employers are monitoring their computer screens in real-time.
Whatever the reason, people seem to be strongly craving a connection with their true selves and to bring more authenticity into their lives. There’s just one problem. There is no true self, at least not in any sense of the self that we can understand through science. We should seriously question the idea of authenticity as a meaningful construct in our lives.
