Leadership theories: Fiedlers contingency theory

Fiedlers contingency theory was developed by Fred Fiedler within the late Nineteen Sixties. He believes in a situational management fashion; i.e. the profitable chief is one who adapts his fashion to the circumstance.

Fiedler believes that there are two key forms of the chief, the task-oriented chief and the people-oriented chief.


According to Fiedlers Contingency Theory, the weather that will have an effect on the effectiveness of management are:

  • How clearly outlined and structured the job scope is
  • How a lot positional energy the chief has
  • The relationship between the leaders and the followers

He believes that essentially the most favorable scenario for a excessive stage of accomplishment is a clearly outlined job scope, excessive positional energy and an excellent relationship between leaders and followers.

A excessive positional energy implies that the chief stands clearly above everybody else and is acknowledged as the ultimate voice on any difficulty. All members are keen to submit themselves to this chief.

Fiedler discovered that task-oriented leaders are more practical in extraordinarily favorable or unfavorable conditions, whereas relationship oriented leaders will carry out finest in intermediate conditions.

How Can You Apply Fiedlers Contingency Theory?

Fiedler identified three factors that made a pacesetter efficient, and you’ve got some studying factors there:

How clearly outlined and structured the job scope is
Having clear directions are crucial to your group’s effectiveness. People’s motivation to finish a activity will increase as soon as the duties are well-defined and particular.

By setting expectations straight, your group is ready to know if they’ve achieved their goal just by checking their accomplished activity in opposition to your checklist of expectations for that individual activity.

However, loads of managers and managers typically give very obscure directions.

For instance, “Write a report about the current economic situation and how it relates to our business.”

This assertion is obscure and somebody who hears it’s prone to be annoyed by the dearth of specificity and readability of what she or he is required to do. The challenge shouldn’t be scoped! This will result in frustration and pointless stress.

The chief might have prevented all these and had a better stage of productiveness from his group had he given clearer directions.

How a lot positional energy the chief has
Positional energy talks concerning the perceived energy distance between the chief and the follower.

  • How clearly is the chief perceived as the pinnacle of the group?
  • Are his directions and directives ultimate? Can they be challenged?

In Western cultures, management tends to tackle a extra democratic type, the place suggestions is obtained and what the group says issues as a lot because the chief.

In Asian cultures, nonetheless, the chief is seen as king. What he says is ultimate and his choices will not be questioned. Questioning the chief’s resolution could also be seen upon as riot or insubordination.

It is probably going {that a} excessive positional energy results in higher productiveness as there is just one thoughts main the group. With the singular imaginative and prescient, it’s extra doubtless that the group can be extra environment friendly.

However, some might argue {that a} range of views results in synergy and higher concepts. Studies have confirmed inconclusive about such details as they could additionally result in group-think or division.

The relationship between leaders and followers

Coupled with a excessive positional energy can be a willingness to construct a relationship with the group. People will work extra successfully if their chief is somebody that they like and belief, and so it can be crucial that you simply be taught to develop efficient communication expertise.

As a pacesetter, you’re employed with individuals all day and it’ll improve your affect by studying the best way to talk higher.

Above all, Fiedler speaks of adaptation in management types. There isn’t any one-size-fits-all management. The finest leaders are adaptable and can alter themselves in keeping with the scenario.

There is a time for task-oriented, directive management and there’s a time for people-oriented, democratic management. The secret’s to be taught when to do one or the opposite.

The Contingency Theories of Leadership

» Path-goal theory
The path-goal theory of management was developed by House, Evans and Mitchell. It proposes that an individual’s motivation to finish any activity was depending on three elements

» Situational Leadership theory
Paul Hersey and Kenneth Blanchard developed the situational mannequin of management relates 4 totally different management types to the follower’s confidence and skill to hold it out.

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