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Relationship-oriented (or relationship-focused) leadership is a behavioral approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members. Qualities of task-oriented leadership
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".
They also identified three critical characteristics of effective leaders – task-oriented behavior, relationship-oriented behavior and participative leadership. [2] The studies concluded that an employee orientation rather than a production orientation, coupled with general instead of close supervision, led to better results.
The task-oriented leader performed better in situations that were favorable and relatively unfavorable while the relationship-oriented leader only fared better in situations of intermediate favorableness. [6] As the LPC is a personality measure, the score is believed to be quite stable over time and not easily changed.
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:
Situations are favorable to the leader if all three of these dimensions are high. How to apply Fiedler’s Contingency Model: 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
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way relationship between leaders and followers. [1]The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal ...
The theory focuses on types of leader-subordinate relationships [4] which are further classified into subgroups, namely the in-group and the out-group. [5] The in-group consists of members that receive greater responsibilities and encouragement, [5] and are able to express opinions without having any restrictions.