Leadership Theories Essay

There be numerous lead theories that have oriented and contri yeted for the leadership in counselling. One of them is the Situational Approach hypothesis, which was institute by Paul Hersey and Kenneth Blanchard (1979). In this task, we entrust evaluate the usefulness of the leaders styles mentioned in the theory, then compare and contrast with some of the early(a) styles. 1. judge Four leadership styles include Directing, Coaching, sustenance and deputation.According to Seth Godin (2012, Situational lead by Kenneth Blanchard and Paul Hersey), when Style 1 (Directing) verbalise that leaders near supervise following and give the recommendation and purposes themselves Style 2 (Coaching) showed that the leaders still take responsibility in supporting and making decision but there is more two-way communication between them and the employees.Supporting Style (S3) indicated that the pursual now do not need similarly much motivations and support and they can equally make d ecisions with the leaders, whereas for Delegating Style, the followers control and fully take responsibilities of their work without the leaders help. From our perspective, these leadership styles are very helpful for the animal trainers. They are easy to follow and help the manager to figure out which one is nearlyly appropriate to apply for their employees in either specific blot.For example, Directing Style is applied for slew who neediness competence but are enthusiastic and committed (Godin, 2012) while Delegating Style is desirable for employees who are highly-skilled and also, can independently do their jobs without others support. By selecting correct leadership styles for each worker, the managers may easily divide them into every working development level and give them their beat out suitable jobs. at once the employees are able to do their appropriate work, they can give their best murder and break their own abilities more.2.Compare and contrast with some of t he other style The theory of Hersey and Blanchard (1969) concentrate on leadership in situation and followers. It is said that the manager evaluates the competence and commitment of his subordinates to choose the best management style. For example, in a handicraft company, a superior usually digest on his employees to rate them by two criteria capacity and commitment. Then, he finds the suitable style to set and support them in work. He doesnt contain attention to the desired outcome when he applies this theory in his leadership.Therefore, the theory has a drawback when it does not concern to the task/production. Meanwhile, Blake and Moutons managerial Grid(1964) talks about the relationship between task and people. This theory said that when a manager has a high rate in twain concern for people and concern for production, the organization leave get to a high performance (BPP, p. 177). Apparently, it is useful to appraise the managers performance but did not point out how the manager direct or support his workers.On the other hand, the leadership styles of Goleman (2000) seems to have the most comprehensive overview and covers most of factors which have influence on leadership leaders, contingent, followers and desired outcome. It has 6 distinctive styles applied in each specific situation with specific types of employees and detail desired outcomes. The newest style can be the best choice to put into the reality and help leader improve not only the organizations performance but his performance as well.When the organization creates a depart, there are some people who agree or disagree with the miscellany.In the respect of people disagreeing, cardinal solutions were made by Kotter and Schlesinger in 1979 in gear up to help the leaders to persuade the staffs disagreeing. In the scope of the assignment, we go out mention three techniques educational activity and commitment, facilitation and support, enfolding and involvement. To begin with education and commitment, the leader will announce the change to the staffs before operation and explain the employees to understand the benefit of the change. The solution is utilize when the workers misunderstand entropy or their information is imprecise.For example, if the company has a see moving worker A from Marketing department to Administration department, they will give the advantage of the moving such as an easier work or higher bonus and convince the staff A before bighearted the announcement. This will bring the pleasure to help the staffs accept the change but the leader will lack time to explain with the workers Moreover, facilitation and support is cognise that the manager will assist the people suffering the adversity of change about the smellinging and matter. The technique is referred when there are too many grumblets from the workers about the change.For instance, when the company moves the place from the center of the city to the suburb, the workers will complain a bout the long road they must go to work and they will spend too much time to go to work. In the situation, the manager will support the transportation or increase salaries for the workers. Although the company lose the expenditure, they will keep the satisfied of staffs and create the comfort for the employees in order that the workers will accept the change and concentrate on working better. On the other hand, participation and involvement gives people chance to help instauration and execute the changes.The advantages are that it can add information to change homework and builds commitment to change. However, if a company do not make dear plan to overcoming resistance, they will take risk with their employees. If someone has important information and/or power to resist, the organization have to make a understandably strategy so that they can select the right person who they need. If they got slew in their plan, the wrong person will get the wrong participation and it will give nothing to the company and make that person feel uncomfortable. They will be disappointed and depressed lead to it is their performance will down.