Leadership Styles As Happy Hospital’s newly hired vice president of training and
ID: 464365 • Letter: L
Question
Leadership StylesAs Happy Hospital’s newly hired vice president of training and development, you have been tasked with developing a corporate-wide leadership training curriculum. The executive team and governing body have narrowed your focus to situational/contingency leadership styles and have asked you to choose the following: * Fiedler’s Contingency Model
Research the "Fiedler's Contingency Model" leadership style which your department will then train all of the leaders within the organization to use in their daily management of staff.
Prepare a 1- 2 page management memorandum to the Board and Executive Team, to include: 1) A summary of your research findings, and rationale for your chosen model. 2) A plan for how you want to apply the chosen model to the organization. 3) A high level outline of the rollout plan, with timelines. Leadership Styles
As Happy Hospital’s newly hired vice president of training and development, you have been tasked with developing a corporate-wide leadership training curriculum. The executive team and governing body have narrowed your focus to situational/contingency leadership styles and have asked you to choose the following: * Fiedler’s Contingency Model
Research the "Fiedler's Contingency Model" leadership style which your department will then train all of the leaders within the organization to use in their daily management of staff.
Prepare a 1- 2 page management memorandum to the Board and Executive Team, to include: 1) A summary of your research findings, and rationale for your chosen model. 2) A plan for how you want to apply the chosen model to the organization. 3) A high level outline of the rollout plan, with timelines. Leadership Styles
As Happy Hospital’s newly hired vice president of training and development, you have been tasked with developing a corporate-wide leadership training curriculum. The executive team and governing body have narrowed your focus to situational/contingency leadership styles and have asked you to choose the following: * Fiedler’s Contingency Model
Research the "Fiedler's Contingency Model" leadership style which your department will then train all of the leaders within the organization to use in their daily management of staff.
Prepare a 1- 2 page management memorandum to the Board and Executive Team, to include: 1) A summary of your research findings, and rationale for your chosen model. 2) A plan for how you want to apply the chosen model to the organization. 3) A high level outline of the rollout plan, with timelines.
Research the "Fiedler's Contingency Model" leadership style which your department will then train all of the leaders within the organization to use in their daily management of staff.
Prepare a 1- 2 page management memorandum to the Board and Executive Team, to include: 1) A summary of your research findings, and rationale for your chosen model. 2) A plan for how you want to apply the chosen model to the organization. 3) A high level outline of the rollout plan, with timelines.
Explanation / Answer
leadership is a journey and leader is the person who motivates, train and inspire people in all the ways, to reach tehir goals in all the ways. so, the journey of a firm will completely depends on its leader and his vision about the firm.
here contingency model leadership speaks about the relationship between the workers and his supervisor in all dimensions; the author believed that leadership style is fixed, and it can be measured using a scale he developed called Least-Preferred Co-Worker (LPC) Scale. the scale asks you to think about the person who you've least enjoyed working with. this can be a person who you've worked with in your job, or in education or training.
2. this model reveals that the positive and negative aspects about the employees and their psychological binidng with the work and with the firm. the people who have strong psychological strong bounding they will be the loyal employees where the other are not. in this way employees can be divided and assigned works to them.
the model says that task-oriented leaders usually view their LPCs more negatively, resulting in a lower score. Fiedler called these low LPC-leaders. the author said that low LPCs are very effective at completing tasks. they're quick to organize a group to get tasks and projects done. relationship-building is a low priority.
3. however, relationship-oriented leaders usually view their LPCs more positively, giving them a higher score. these are high-LPC leaders. high LPCs focus more on personal connections, and they're good at avoiding and managing conflict. they're better able to make complex decisions.
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