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Contingency Theories

Contingency is the process whereby one thing typically depends on another thing. For a leader to be regarded as effective, there must exist a suitable fit concerning his or her behavior, style, the followers as well as the situation. Therefore, contingency leadership models tend to elaborate on the proper leadership style centered on the leader, the situation and the followers. Therefore this model is advantageous in determining if an individual’s leadership method is a relationship or job oriented and whether the situation at hand matches the leader’s style (Lussier and Achua, p.111). According to this theory, there exists no suitable way of organizing, leading or making decisions of an organization. However, the optimum course of action is dependent on both the internal plus the external situation.

Various contingency variables are generally used as a basis on which all the contingency leadership model variables are placed for evaluating. Some of the collective leadership variables are the behavioral, situational as well as the attainment oriented leadership variables. Nonetheless, the most common leadership variable in all the theories is the leader. These variables are fundamental since they have contributed to the increased levels of motivation for both the employees and their leaders.

Fiedler’s Contingency theories are planned and are active while the behavioral approaches are centered on experience and habits and are also considered to be passive. Moreover, the behavioral theory is associated with successful leadership. There is also path theories that stress explanation charisma and motivation (Lussier and Achua, p.114). The significant difference between the two theories is that path theories greatly accentuate on the leader’s personality, whereas contingency theories concentrate on the nature of the surrounding circumstances.

As a manager, the theory that significantly mirrors my beliefs, as well as actions, is Fiedler’s Contingency Theory. The reason is that under this theory, the employees’ opinions mean a lot, there is the flexibility of the style of management, and as the theory holds, the task structure is flexible.

Works Cited

Lussier, Robert N., and Christopher F. Achua. Leadership: Theory, application, & skill development. Nelson Education, 2015.