What is situational leadership?

1. What is situational leadership?

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Situational leadership has to do with the way leaders act in different situations and how well they adapt.

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1. Define leadership style.  Identify, explain, and give examples of behaviors corresponding with four proposed styles.

Leadership styles is a behavior pattern of a person who attempts to influence others. It has both directive and supportive behaviors. Directive behavior is when you give directions and make lists of things to do and figure how it is going to work to achieve the goal. Supportive behavior is when you let the group feel good about the situation they’re in. In S1 an example would be someone who would be like a manager who needs a job done by the employees. In S2 you would use more of the supportive style and an example would be like a high school coach. In S3 you wouldn’t need much of the directive behavior. In S4 you wouldn’t need much of either type of behavior.

1. Define development level.  Identify, explain, and give examples of followers who would fit each of the four proposed development levels.

Development level is the degree to which followers have the competence and commitment necessary to accomplish a given goal or activity. I think it really on depends on the person, there’s not really an example. People have different work ethics with different types of work. However, people who work in business and medicine are usually a D4 due to the fact that they have to be committed to what they do because they have a lot of people to care for.

1. Explain the two steps leaders must fulfill to be effective.  Apply these steps to a current situation in which you are a follower.  What style would be most appropriate for leading you, according to the theory, and why?  Do you agree?

You need to have history of usefulness in the marketplace and its practicality. My manager at Lady Foot Locker does have history in the retail work so she usually helped me with learning how to get comfortable talking to people and learning about the shoes. Knowing stuff about the shoes usually makes the sale which is really important for the company and your own profit.

1. Complete Case 5.2. (or 5. 1. or 5.3).  Answer all questions.

Case 5.3

1. Every semester the kids that work there have a problem following the FCC rules.
2. She has to develop a conclusion on how she is going to fix this even if it means changing her attitude a bit just to let the kids know that she is being serious.
3. She could match the fourth criticism because you can match someone the skills that don’t violate the FCC rules with the new kids.

1. Complete the measure, Situational Leadership: A Brief Questionnaire.  How well did you do?

I fell under the impression that I was more of the supportive type of leadership. I like to help when it comes to doing a task.

1. What factors might make it harder for you to be more directive as a leader?  More supportive?

I think it is harder for me to be a directive leader than a supportive leader. It is easy for me to be supportive because it’s practically what I did all my life being in sports however directive is pretty difficult. The reason why I think it might be difficult because I wouldn’t want to sound rude when I tell someone to do something. It can affect the relationship and sometimes I have an attitude when I talk, but it’s just how I come off. I don’t mean to sound rude or have any type of attitude.

1.  Does a leader’s motivation for adapting his or her leadership style have any effect on followers?   In other words, would a leader with a high concern for task differ from a leader with a high concern for relationships?

I think it has an effect because the followers see how their leader works and someday wants to have to same style. Yes, there would be a difference in the leaders. Reason being that a person with a high concern for task would really just want to get the task done without personally knowing a person. And a person will high concern for relationships will get the job done eventually but will focus on getting to know the people he/she is working with.

1. How well defined is the developmental level of followers in the SLII model?  What outside influences might affect followers’ commitment or competence?

I think it is pretty well defined. I wouldn’t really say outside influences but the environment you work in can influence. The way the business is going can change somebody’s commitment or competence. Usually if you work in a place where commitment is key, you’ll usually find the same type of people.

1. What would follower competence and commitment look like in your line of work (i.e. how are these qualities conceptualized)?

I work at lady foot locker so for example you really have to commit yourself for many reasons. You have to commit yourself to get yourself out of the comfort zone and talk to people because they are practically your pay check. Competence is a big key too; you have to make the sale.

1. Are seasoned workers permanently at the D4 level?  How well does the SLII model fit the work experience of an employee who’s held the same position for 20 years?

I don’t think its permanently at that level but some may be because even though you are a seasoned worker they could plan to keep you so your commitment and competence level will be high. However, some have a low commitment level knowing they are there for a season and have high competence.

1. If a leader uses a different style of leadership with each of his followers, how might that lead to perceptions of favoritism?  What could a leader do to avoid such impressions while still being adaptable to follower needs?

People might like the way he is with other people rather than the style of leadership they are using on them. It might not be favoritism but people will see that way and there’s no way of fixing it. He could advise them that he’s using different styles to help people with their work.

1. How might the situational approach be affected by the number of followers that a leader has?

It might be hard if it has a big number of followers because it would be difficult to get the point across to all of them. There is different methods on ways that you could get your point across but it would consist of you constantly changing your leadership styles.

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