What is your score on the LPC, and what type of leader are you based on the score? Do you agree or disagree with the assessment, and why?
My score on the LPC is 60 meaning that I am more of task-oriented leader than relationship-oriented. Yes, I agree with the assessment, as from the way I have been relating with my co-workers. I have made little friendship with my co-workers because of the load of work that I consider myself having. This has made me have less relationship with the other workers hence the consideration that I am not relationship-oriented. I believe that I can achieve my goals through sticking to work with less involvement in conversation with others. My attitude towards the coworker arose because of my consideration that they would always be a discouragement to my efforts. They always believe that the works they are doing are difficult and therefore they do it with no interest. They only work for the sake of getting their daily living. I have to avoid them in order to put much interest in the work so that I can realize my goals.
What do you think of Fiedler’s theory? Do you think it has some merit? Does it make more, less, or similar sense as the other leadership theories in the chapter?
Fiedler’s theory states that the leadership effectiveness depends on the styles of leadership and the favorableness of the situation. The theory assert that the leaders will always work less effectively in a stress free condition while they will work more effectively in the conditions which present them more stress. I think Fiedler’s theory is ineffective in the especially on the way he brings the issue of manipulating the leadership effectiveness. Fiedler asserts that an organization can easily change the favorableness of a situation in order to fit a leader compared to when the leader opt to change his own styles. This brings the ineffectiveness of the theory since it some leaders always have the potential to adapt especially through training or even through the personal styles. The model should have incorporated the adaptability potential of the leaders in the theory. However, the Fiedler’s theory has some merits in determining the effects of the situation on the leadership effectiveness. One of the merits is that an individual can use the theory in situations involving the introduction of organization variables, to determine the leadership effectiveness. The theory forms the basis for much organization who would like to use a quick method in identification of leaders who have the potential for leading a particular group. Many researchers, who have come up with their theories regarding the same, have used Fiedler’s theory. For instance, Hersey and Blanchard’s Situational Leadership used the theory. Therefore, the theory makes more sense in the leadership theories discussed in the class since the theories contains elements of the Fiedler’s theory.
What do you think of the LPC scale? Is it a valid way to assess your leadership style?
No, I think LPC scale is not viable way of assessing the leadership style because of the elements associated to it. It might only be suitable for those individuals who score to the extreme, but not those who score in the middle. This arises because the LPC scale does not allow for the assessment of the partial styles; consequently, individuals scoring in the middle cannot decide on whether they are task-oriented or relationship oriented. Consequently, this makes the LPC scale to be ineffective in the assessment.
