Difference between revisions of "Fiedler contingency model"

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[[File:Leadership-styles.png|400px|thumb|right|[[Full Range Leadership Model]]]]'''[[Full Range Leadership Model]]'''. A model that depicts seven managerial [[leadership style]]s on a continuum: (1) [[laissez-faire style|laissez-faire]], (2) [[management by exception]], (3) [[contingent reward leadership]], (4) [[individualized consideration]], (5) [[intellectual stimulation]], (6) [[inspirational motivation]], and (7) [[idealized influence]].
 
#*[[Laissez-faire style]]. Leadership style of someone who lets the group make decisions and complete the work in whatever way it sees fit.
 
#[[File:Managerial-grid.png|400px|thumb|right|[[Managerial grid]]]]'''[[Managerial grid]]'''. A two-dimensional grid for appraising [[leadership style]]s.
 
 
[[File:Fiedler-contingency.png|400px|thumb|right|[[Fiedler contingency model]]]][[Fiedler contingency model]] (hereinafter, the ''Model'') is a model that suggests that effective group performance depends on the proper match between a leader's orientation, whether he or she is [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and the degree to which the situation allows the leader to control and influence. The ''model'' (1) uses a [[least preferred coworker questionnaire]] to classify leaders, (2) assumes that leaders cannot be both [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and (3) suggests that [[Human relations orientation|people orientation]] is the best match to the situations with moderate control, while those leaders who are [[task orientation|task-oriented]] best perform in situations with high or low control.
 
[[File:Fiedler-contingency.png|400px|thumb|right|[[Fiedler contingency model]]]][[Fiedler contingency model]] (hereinafter, the ''Model'') is a model that suggests that effective group performance depends on the proper match between a leader's orientation, whether he or she is [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and the degree to which the situation allows the leader to control and influence. The ''model'' (1) uses a [[least preferred coworker questionnaire]] to classify leaders, (2) assumes that leaders cannot be both [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and (3) suggests that [[Human relations orientation|people orientation]] is the best match to the situations with moderate control, while those leaders who are [[task orientation|task-oriented]] best perform in situations with high or low control.
  
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==Definitions==
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According to [[Organizational Behavior by Robbins and Judge (17th edition)]],
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:[[Fiedler contingency model]]. The theory that effective groups depend on a proper match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader.
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According to [[Management by Robbins and Coulter (14th edition)]],
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:[[Fiedler contingency model]]. A leadership theory proposing that effective group performance depends on the proper match between a leader's style and the degree to which the situation allows the leader to control and influence.
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==Related concepts==
 
*[[Least preferred coworker questionnaire]]. An instrument that purports to measure whether a person is task or relationship oriented. The ''questionnaire'' has initially been developed for the [[Fiedler contingency model]].
 
*[[Least preferred coworker questionnaire]]. An instrument that purports to measure whether a person is task or relationship oriented. The ''questionnaire'' has initially been developed for the [[Fiedler contingency model]].
  
==Related coursework==
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==Related lectures==
#[[Leadership Quarter]].
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*[[Leadership Quarter]].  
  
[[Category: Septem Artes Administrativi]][[Category: Articles]]
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[[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]]

Latest revision as of 16:01, 3 June 2020

Fiedler contingency model (hereinafter, the Model) is a model that suggests that effective group performance depends on the proper match between a leader's orientation, whether he or she is task-oriented or people-oriented, and the degree to which the situation allows the leader to control and influence. The model (1) uses a least preferred coworker questionnaire to classify leaders, (2) assumes that leaders cannot be both task-oriented or people-oriented, and (3) suggests that people orientation is the best match to the situations with moderate control, while those leaders who are task-oriented best perform in situations with high or low control.

Definitions

According to Organizational Behavior by Robbins and Judge (17th edition),

Fiedler contingency model. The theory that effective groups depend on a proper match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader.

According to Management by Robbins and Coulter (14th edition),

Fiedler contingency model. A leadership theory proposing that effective group performance depends on the proper match between a leader's style and the degree to which the situation allows the leader to control and influence.


Related concepts

Related lectures