Contingency Theory of Leadership

Question: Discuss about the Contingency Theory of Leadership. Answer: Introduction: Management is crucial factor in attaining organizational success. Over the years, a number of theories have been enveloped for identifying the best possible approaches of management. However, all of them were successful in addressing certain aspects of management and leadership. A conclusive approach to deal with all kind of managerial threats is yet to be developed. Hence, identifying the best possible strategy of management is a matter of discussion of the scholars since a long time. Where the traditional approaches supported certain structured ways of managing people in an organization, the relatively modern approaches advocates flexibility and change in the management procedure according to the situational demands. Here, in this essay, the author has presented an argument by focusing on both the supporting and opposing opinions for the claim that there is only one best way to manage. He/she has concluded the essay with the summery of both the arguments and with his/her idea shape d from the discussion. Discussion in favour of the comment: As discussed by Mondy and Martocchio (2016) the practice of management includes leading people for optimum utilization of the resources. Hence, a number of strategies have been developed for obtaining the best possible solution in this regard. Over the years, a number of theories have been emerged to identify the best way of managing the people and organizations. As mentioned by Bratton and Gold (2012) one of the most popular theory of management is the Bureaucratic management. The complexity of the modern organizations demands a hierarchy of authority, task specification and formal structure. The Bureaucratic management provides all these facilities to the organizations and helps in managing it in an efficient way (Mondy and Martocchio 2016). Most of the modern organizations like Walmart follow this particular management and they are becoming significantly successful in the operational and organizational processes. Hence, Ozmen (2013) supports and argues in favour of this management process as the best management means. On the other hand, as mentioned by Gavetti et al. (2012) the Behavioural theory of management states that the way of managing people and utilizing their best potential is to providing them psychological stimulus of being singled out, involved and made to feel important. The modern companies like Google or the Virgin group has included this management style by opting for an employee-oriented policy that has made them one of the best service providers in their related field. Hence, Westphal and Zajac (2013) have supported this particular management style as the best way to managing people. Thus, various scholars have supported the idea that opting for a certain specific strategy can be the best potential solution for the management challenges. Discussion opposing the comment: However, as argued by Fiedler (2015) in the modern world of uncertainty, no particular management model can be identified as the best management way. They have stated that an organization which is not flexible enough to introduce changes in the management according to the situation and the behavioural aspects of the employees. As per the situational leadership or the situational management theory suggested by Kenneth Blanchard and Paul Hersey, the manager of an organization needs to adjust his style of managing people according to the development pattern and organizational objectives (Bates 2014). Thus, they have advocated the claim that no management procedure can be identified as the best management style. On the other hand, as argued by Fiedler (2015) the contingency model of management, talks about upholding an approach of flexibility and adaptation of variety of ideas and principals, according to the businesss requirements. This theory of management itself supports no fixed method of leading or managing the people. As supported by Mondy and Martocchio (2016) in the modern aspect of management, a manager has to address a cross-cultural context with a number of socio-political and technological changes. Hence, opting for a fixed method of leading only limits the potential of utilizing the resources. Hence, they argue that no one way can be the best way of management. In the practical context, the management style of Steve Jobs in Apple can be identified as the flexible management procedure that changed as per the environmental requirements (Isaacson 2012). Moreover, as discussed previously, the complexity of the modern organizations calls for the bureaucratic management. However, Mondy and Martocchio (2016) argues that this management procedure creates a rule-based environment, which hampers the motivation and productivity of the employees. Hence, with a formal management procedure the modern organizations need to introduce policies suggested by the behavioural theory of management (Bell et al. 2015). As opined by Bratton and Gold (2012) amalgamating two or more strategic management procedure provides a great level of competency to the organization in the context of addressing various internal and external threats. On the other hand, as mentioned by Gavetti et al. (2012) the utilization of the behavioural approach of management can create some organizational issues. As this theory puts concentration over the need satisfaction of the employees, clashes in different needs may occur. Moreover, the idea that need satisfaction is the main m otivation of work can create threat to the health of the employees (Ozmen 2013). Hence, it is important to lay down formal policies, specified job roles and task structure for better management of the employees. Thus, Bratton and Gold (2012) have supported the idea that no management process can be .utilized singularly for making optimum utilization of the resources and the lead people to achieve the organizational goals. Conclusion: Hence, from this above argument it can be identified that there are several supporters of the idea that there are only one best way of management. However, a non-flexible attitude towards management can create a threat to the modern organizations as they are operating in the cross-cultural and a significantly volatile business environment. On the other hand, flexibility in the management pattern and opting for the style best suited to the given situation is more likely to assist the top-executives in successfully address the ever changing threats in the business world. Hence, in this uncertain world, no management procedure can be identified as the best possible model of managing people. References: Bates, C., 2014. A study of situational leadership theory. Journal of Radix International Educational and Research Consortium, 3(11), pp.1-7. Bell, R.L., Kennebrew, D. and Blyden, L., 2015. An Increasing Utility for the Early Management Theories: An Exploratory Study. International Journal of Management and Human Resources, 3(1). Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Fiedler, F., 2015. Contingency theory of leadership. Organizational Behavior 1: Essential Theories of Motivation and Leadership, p.232. Gavetti, G., Greve, H.R., Levinthal, D.A. and Ocasio, W., 2012. The behavioral theory of the firm: Assessment and prospects. The academy of management annals, 6(1), pp.1-40. Isaacson, W., 2012. The real leadership lessons of Steve Jobs. Harvard business review, 90(4), pp.92-102. Mondy, R. and Martocchio, J.J., 2016. Human resource management. Human Resource Management, Global Edition. Ozmen, D., 2013. Post-Bureaucracy and Post-Bureaucratic Culture in Public Administration. International Journal of Management Sciences and Business Research, 2(3). Westphal, J.D. and Zajac, E.J., 2013. A behavioral theory of corporate governance: Explicating the mechanisms of socially situated and socially constituted agency. The Academy of Management Annals, 7(1), pp.607-661.