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Orientation is a function of the mind involving awareness of three dimensions: time, place and person. [1] Problems with orientation lead to disorientation, and can be due to various conditions.
Shared situation awareness can be defined as "the degree to which team members possess the same SA on shared SA requirements". [69] [70] As implied by this definition, there are information requirements that are relevant to multiple team members. A major part of teamwork involves the area where these SA requirements overlap—the shared SA ...
Assessment of LOC involves checking orientation: people who are able promptly and spontaneously to state their name, location, and the date or time are said to be oriented to self, place, and time, or "oriented X3". [8] A normal sleep stage from which a person is easily awakened is also considered a normal level of consciousness. [9] "Clouding ...
The Fiedler contingency model argues that three situational components can determine whether task-oriented or relationship-oriented leadership is the better fit for the situation: Leader-Member Relations, referring to the degree of mutual trust, respect and confidence between the leader and the subordinates.
According to Fiedler, there is no ideal leader. Both task-oriented and relationship-oriented leaders can be effective if their leadership orientation fits the situation. When there is a good leader-member relation, a highly structured task, and high leader position power, the situation is considered a "favorable situation".
Understand your leadership style - this information can be obtained by completing a Least-Preferred Co-Worker Scale. Low LPC indicates a task-oriented leader and high LPC indicates a relationship-oriented leader; Understand your situation - you have to describe your situation using the empirically derived dimensions
Situational Leadership is the idea that effective leaders adapt their style to each situation. No one style is appropriate for all situations. Leaders may use a different style in each situation, even when working with the same team, followers or employees. Most models use two dimensions on which leaders can adapt their style:
Goal orientation, or achievement orientation, is an "individual disposition towards developing or validating one's ability in achievement settings". [1] In general, an individual can be said to be mastery or performance oriented, based on whether one's goal is to develop one's ability or to demonstrate one's ability, respectively. [2]