Essay On The Situational Leadership Model

Essay on The Situational Leadership Model
The Situational Leadership Model
Situational leadership is interplay between the amounts of direction that a leader allows in: 1) the amount of directive (task) behavior and 2) the
amount of relationship behavior (supportive behavior). What this means is that when an individual first begins a new task they require a lot of
direction and managerial guidance. As they learn more about the task, the amount of direction decreases until they can make many of the decisions
with the manager providing little input. The situational leadership model developed and refined by Paul Hersey and Ken Blanchard divides the model
into four...show more content...
THE FOUR LEADERSHIP STYLES
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We begin in the lower right quadrant, S1 directing leadership style. This phase is where the new employee or older employeelearning a new task begins.
The directing will require that the leader define the roles of the follower. The leader initiates problem solving and decision–making and directs
communication towards the follower. The leader will tell the follower what to do, how to do it, where to do it, and when to do it. Close supervision is
also involved at this point. The X–axis beginning point is to the extreme right (high directive) indicating that leader will be providing directions. The
rectangular object showing development levels is also to the extreme right but here it signifies that the amount of learned knowledge (amount of
development to perform task) is low. The beginner may become enthusiastic about wanting to learn. They will probably be highly committed but
competence will be low. The Y–axis is on the bottom end showing us that supportive behavior is at a low point.
The second quadrant is located in the upper right, S2 coaching leadership style. This phase is where the leader listens to the follower, provides support
and encourages the follower's efforts, and facilitates involvement with problem solving and decision–making. Communication flows between leader
and follower. The X–axis beginning point is to the
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Situational Leadership
In simple terms, a situational leader is an individual who can use different leadership styles based on the situation. Blanchard and Hersey created a
model for Situational Leadership in that allows you to analyze the needs of the situation you're dealing with, and then adopt the most appropriate
leadership style. Many of us do this anyway in our dealings with other people: we try not to get angry with a nervous colleague on their first day;
we chase up tasks with some people more than others because we know they'll forget otherwise. The model doesn't just apply to people in leadership
or management positions: we all lead others at work and at home. The ability to vary your approach is key in being able to manage vast amounts of
people....show more content...
The final type of follower is an (R1). When dealing with subordinates in this category, one will have to devote time to giving proper concise
instruction on tasks. The follower will be committed so guiding them down the proper path and keeping them in tune with what needs to be
accomplished will work best. Close supervision of this type of follower will also be necessary to ensure that assigned tasks are also being handles
correctly.
The situational leadership model views leaders as varying their emphasis on task and relationship behaviors to best deal with different levels of
follower maturity. First we have the directing/telling style (S1). This style gives specific task directions and closely supervising work; this is a
high–task, low–relationship style. The leader defines the roles and tasks of the "follower", and supervises them closely. Decisions are made by the
leader and announced, so communication is largely one–way.
This is followed by the coaching/selling style (S2). This method operates by explaining task directions in a supportive and persuasive way; this is a
high–task, high–relationship style. Leaders still define roles and tasks, but seek ideas and suggestions from the follower. Decisions remain the leader's
prerogative, but communication is much more two–way. This style is one of the more effective methods. We then have the supporting/participating
style (S3) which emphasizing shared ideas and participative decisions on task

Situational Leadership Analysis
As I worked through my analysis I was not at all surprised by the areas that I scored the lowest in, or my weaknesses as a leader. Due to the nature of
my role, I spend a lot of time juggling many things at once. With the various roles that I oversee, and the complexity of healthcare and the ever
changing environment, balancing it all can be a challenge.
The first weakness that I have is inconsistency. This is not a true weakness for every portion of my job, but often times I find myself inconsistent with
the level of follow up. This can be a positive with the situational leadership style, but often times it is not intentional inconsistency. Many of my staff
are older than I am or have significantly more experience in the workforce than I do.

Situational Leadership Theory Paper
Situational Leadership Theory is a contingency theory which focuses on analysis of the follower and the situation versus the leader as the starting
point for application (Meirovich & Gu, 2015; Robbins & Judge, 2016). Throughout this theory, the term readiness is used relative to the follower's
abilities and maturity to engage in a situation (Bedford & Gehlert, 2013; Robbins & Judge, 2016). Follower readiness, as determined by willingness
and abilities, dictate the leader response to the situation as influenced by the amount of direction and supportive behaviors required to successfully
emerge from the contingent situation (Bedford & Gehlert, 2013). Based upon the variables of readiness, behaviors, and direction required, the leader
responds...show more content...
Transformational Leadership transcends multiple situations. Leaders utilize the four components of Transformational leadership which include
idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (McCleskey, 2014; Robbins & Judge, 2016;
Stone, Russell, & Patterson, 2004). Leaders that employ Transformational Leadership often have highly desirable personality traits that are modeled,
and then emulated by followers as a method of idealized influence (Marques, 2015). The transformational leader is able to generate inspirational
motivation within an individual by empowerment of the follower through communication of shared goals and sense (Stone, Russell, & Patterson,
2004). Intellectual stimulation is achieved thorough the leader engaging the follower in problem solving and innovation for solutions (Robbins &
Judge, 2016; Stone, Russell, & Patterson, 2004). Furthermore, the transformational leader connects with the follower through mentorship and
acknowledgement of the individual versus the team (Stone, Russell, & Patterson, 2004). To conclude, Transformational Leadership is a successful tool
for managing change, as the transformational leader is able to create a shared vision, generate support for change, and successfully implement and
maintain the change (Marques, 2015). Relative to the scenario, Transformational Leadership is paramount for successful change due to the engagement
of the followers with the shared vision of the

Situational Leadership in Hospitality
Situational Leadership in Hospitality
If one look at the nature of the hospitality industry, it is serviced–base, it is labor–intensive, it is renowned for its high staff turnover and labor diversity
in term of age, culture, and background; one may conclude that the industry is all about people. When people become the most valuable asset of an
organization, simply managing them is no longer sufficient to compete in today's challenging business world. Leadership has become the new key
operative word, (Testa, 2001) and is seen as critical to organizational long–term wellbeing (Whitelaw and Morda, 2004). Among all leadership theories,
methods or styles, situational leadership is one of the most widely known and used techniques (Blank et al,...show more content...
That is to say, leader should adapt a great deal of flexibility in their leadership style not only for individual follower, but also for individual task. (Cole,
2005)
Hospitality examples of situational leadership can be frequently seen in induction, where new associates are often start with low willingness towards
tasks (mostly because does not know how) and little or no skill (R1). However, new associates are sometimes already experienced workers of the
field, with high competence and highly motivated due to the new environment (R4). Even they are all new to the organization, it does not mean that
they all need high degree of directing, telling them what to do and how to do a specific task (S1). By adapting situational leadership, trainers will
apply leadership style according to individual skill level.
In short, leader behavior should be adapted for the circumstance/situation to meet the needs of the follower, which seems rationally practical. However
little credit had been given by researchers or the scholars of the field, as not enough evidence was found in studies to support the model. (Clark &
Clark, 1999)
Many scholars criticized situational leadership as being 'conceptually ambiguous, empirically weak, theoretically unsound, and internally inconsistent'.
(Ralph, 2004, p152; Graeff, 1997; Blank et al, 1990) Its one central thesis of situational variable (the maturity of follower) was also its core limitation
(essentially ignored other

Reflection On Situational Leadership
Leadership is not exact, it is varying for every institution. There is not a fine–tuned method because environments are everchanging. For leaders to be
effective, it requires that both those who are charged to lead those whom they serve are open to change. One may wonder why I chose the words
leader and serve in conjunction. Leaders must recognize that he/she is at the service of the people. In higher education, the chief officer of diversity is
brought in to be a service to the entire campus community both externally and internally.
In considering the position of chief diversity officer, I would conclude that situational leadership is an optimal style of leadership to foster and
maintain diversity and inclusion on any college campus. Developed in 1969 by Paul Hersey and Ken Blanchard, as one of the contingency theories of
leadership; situational leadership is both directive and supportive. As with other contingency theories, Hersey and Blanchard believed there was no
perfect way to lead; but rather a leader must be able to shift continuously to influence change in their subordinates. Ensuring success through situational
leadership necessitates the adoption of four core traits; telling, selling, participating and delegating. But before I can do this for each issue around
diversity, I must first consider the readiness of the university's employees. To determine employee readiness, I ask myself two very important
questions; are we able to do this task, but more

Situational Leadership Essays
Introduction Intervention was deemed necessary at a local school pertaining to the initial class, which students were failing. The department head
identified that the change in direction required new textbooks, altered assessments, and increased student participation to be successful. The department
head first had to identify his/her situational leadership style to effectively implement changes to improving the class while gaining buy–in from faculty
and students. The premise for change existed because of the failing scores. The flexibility of the department head was imperative in the success of the
change; the skill levels and attitudes of the students and faculty were a consideration in deciding the best style the department head...show more
content...
The leader was highly relational and task–driven, which fit the needs of the D2 followers who were competent enough to carry out the tasks with
guidance and support. S2 and S3 leadership styles have been found to have the greatest follower satisfaction (Papworth, Milne, & Boak, 2009). The
department head communicated to the students and faculty that change must be incorporated to make future classes successful and met with each
faculty member to help write implement new lesson plans if needed. The leader stated the new lesson plans must be in place within the next eight
weeks while making it clear he/she was available for any questions or concerns. The department head also met with the students to address any concerns
they may have had regarding the change and assured them that they could come to him/her at any time. According to Lerstrom (2008), the department
head's S2 style offered an opportunity to faculty and students through open dialogue to gain buy–in. The department head's leadership style was also
appropriate for S3. The faculty was able to implement the change because they demonstrated competence, but were resistant in doing so showing no
commitment. The leader can give praise to the faculty and show encouragement as positive reinforcement when buy–in is attained. The first step was
to find out why the faculty or student did not show the needed commitment for the change and to gain their cooperation. The

Mission Statement: Situational Leadership
Running Head: SITUATIONAL LEADERSHIP1
Kristen Baldwin
Kentucky Christian University
Introduction After researching several other leadership styles, I found that situational leadership is the leadership style most effective for myself.
Situational leadership is different from most leadership styles because it is adaptable to every circumstance. While other leadership styles are very
specific, situational leadership can be used to lead people that are not very knowledgable in a certain area and also people that might know more
than you. My mission statement is to be a dream chaser, adventurer, and think of others before myself. In using this style of leadership, I am able
to reiterate my mission statement by reading each situation and adapting my leading for each individuals' needs. My mission is to chase dreams
and be an adventurer. Those two characteristics are vital in my leadership. They allow me to have vision, direction, and goals. The second part of
my mission is to think of others before myself. Situational leadership helps me to adapt my leading skills so we can all reach those goals. My vision
statement is to be a light in a dark room, live a balanced life and love God with all of my being. In being a light in a dark room, you are being a leader
in a positive manner. Living a balanced life is setting a good example. My vision statement is centered on Christ because he is the ultimate leader. God
is

Case Study Of Situational Leadership
In the case study, it is evident that Jim is applying the situational style of leadership during the training program of the managers. Situational
leadership refers to the style of leadership whereby the leader or a particular director of an organization has to adjust to his or her style so as to fit
in the development category of the employees or follower he is influencing ( Hersey, Blanchard, & Bank of America NT & SA., 2014). The leader
has the responsibility of giving an outline of how thing should be run within an organization, and it is to the employees to ensure that it is
implemented. In most cases, the leader is friendly to his or her employees or followers. In the case study, Jim is aware that the managers have been to
a training of a similar situation and therefore he is trying to adjust his leadership style so as to understand exactly what they should be learning(Fiedler
& Chemers,2012). To influence his followers, he decides to involve them in each and every level so as to adapt to their level. This is done objectively
with the aim of getting to understand the extent of their training level and what he need to...show more content...
Jim is committed to ensuring that what he intends to offer is communicated to the managers and participation is

What Is Situational And Authentic Leadership?
Situational and Authentic leadership are increasingly important skills to possess in today's era of technological changes and availability and flow of
information we have in this day and age. Leaders today must be able to adjust their leadership styles to the whatever situation arises as well as to the
people who they are leading. Leaders are not limited to just use one style in one situation, being able to adapt appropriate styles to different situations
will influence and help a leader succeed. A leader's judgement, intelligence, cultural awareness, and self–control plays major roles in helping them
choose the proper style and appropriate technique for the task at hand (Lau & Cronin, 1998).
Authentic" in its original sense means "genuine, original, not a fake" (Shamir & Eilam). Authenticity is also understood as the alignment of one's
behavior with one's inner values, beliefs, convictions whether they good or bad. Authenticity does not imply that it is concerned with positive, ethical,
or moral behavior, it is more concerned that you are passionate and are true to yourself and knowing who you are (Cooper, Scandrua, & Schriesheim,
2005). This is a pretty accurate description of the leadership style of Airbnb's CEO Brian Chesky. Brian has proven to be a leader in today's world and
this paper will give some insight as to he got to where he is now.
Airbnb, Inc. operates an online community marketplace for people to list, discover, and book accommodations worldwide via online

Summary : ' Situational Leadership Essay
SITUATIONAL LEADERSHIP
Salve Aguilar
West Coast University
Leadership LDR 432
Ms. Joni Gaynor
September 19, 2015
Northouse's situational leadership exemplifies us four different situations to determine our leadership styles as we respond to different development
levels of the team members. Firstly, situation 11 reflects high competence and high commitment development level (D4). Since the member is
experienced and motivated to do the job, it is rightful that I assign the consolidation project to her and provide the support and encouragement only
as needed. The process and responsibility will be passed on to her but as a leader I will continue to be involved to monitor the progress of the project.
The appropriate leadership for this situation is the S4 delegating style. Since the member has the ability and willingness to do the job, she requires
less direction and minimum support. Situation 2 presents a low competence and high commitment development level (D1). Despite the employee's
difficulty to follow through on assigned tasks, she is eager and willing to learn about her new job, due to her lack of experience, she needs direction
and supervision to get her started. Being the leader, I will provide detailed instructions to cover the what, why, where, how, and when to do and
complete the task. The style of leadership in this situation is the directing approach (S1). Situation 3 describes some competence and low commitment
(D2). The staff

Leadership
Definition
Leader is someone who can influence others and who has managerial authority. Leadership is a process of leading a group and influencing that group
to achieve its goals. It's what leaders do.
Leadership and Power
Leadership success begins with the ways a manager uses power to influence the behavior of other people. Power is the abilty to get someone else to
do something you want done, or to make things happen the way you want. The positive face of power is the foundation of effective leadership. This
means using power not with the desire to influence others for the sake of personal satisfication. It means using power to influence other for the good
of the group or organization as a whole. Reward Power is the ability...show more content...
In other words, they use their power exceptionally well. And that
Situational Leadership Model
The situational leadership model states that the style of leadership used should be matched to the level of readiness of the followers.
Leadership styles. According to the model, leaders can choose from among four leadership styles. These four leadership styles involve various
combinations of task behavior and relationship behavior.
Task behavior is similar to showing concern for production. It's include using one–way communication, spelling out duties, and telling followers what
to do and where, when, and how to do it.
Relationship behaviors is similar to showing concern for people. It's includes using two–way communication, listening, encouraging, and involving
followers in decision making, and giving emotional support.

Situational contingency
The situational contingency in this model is the degree of follower readiness. Readiness is a follower's ability to set hight but attainable task–related
goals and a willingness to accept responsibility for reaching them.
Leadership

Situational Leadership Case Study Essay
Situational Leadership Case Study Paper
Sawsan Berjawi
February 9, 2013
Introduction In search of what situational leadership style would fit me better, I completed the Situational Leadership Style Self–Assessment provided
on line and adapted from Hersey and Blanchard. This paper will assess the results of this self–assessment and study its application on a given case
study. In the process, I will be discussing if I agree or not with the results and I will be identifying my preferred situational leadership style. In the end, I
will be providing the cons and pros in using situational leadership and how they will affect my personal leadership style. Why analyzing and go
through all the aforementioned items?...show more content...
Hence, it is essential to implement the change needed to improve the students' performance (task) but at the same time the staff along with the students'
body need to be buy into that change (relationship).
Communication–"Explaining and Clarifying": Why the change? There is no doubt that the teachers are qualified to implement the proposed plan,
there is no doubt that the students will be able to handle the new requirements, the key here is to 'explain' and to 'clarify' the importance of what
needed to be done. First, my job is to expand the teachers' horizon and help them look beyond their classrooms and their own students, they are part
of the whole, and the whole in terms of schools consists of those people who are holding us responsible for the education and the future of the
students. Hence, the achievement or the poor performance will be reported to the higher body, whether it is the board, the district, and even the
parents, and once the scores show slight or severe dropping, the school office and the staff are not in control any more. Second, the task has to be
broken down and the staff will go through step by step training and the students might go through some habits change in terms of study skills and use
of the school agenda books or planners. In short, all will be provided with the "necessary skills" and 'coaching" glued with support and of course praise.
Attentiveness–"Listening and Advising": Throughout the

Situational leadership may be the case when there are several different situations to handle under one position. There might not be specific tasks given
since the roles could be dispersed to every other member. A leader in situations could be dealt with emotions, academics, work, and support with another
student. At orientation, when leaders meet up with students, just to chat and to see how they are doing would be considered situational leadership
because you are having a bonding relationship. Also, setting up for orientation team takes a lot, and more than one person. This type of leadership may
benefit me because I am good at multitasking and communication skills. When there is a task that I need help with, I would ask for guidance how to
...show more content...
Many people may not realize they are not the only one who has similar or almost the same experiences as someone else. When there are the same
problems between two people, they have a connection and they both understand what it is like to be in that situation. I noticed that the students I talk
to have same interests and backgrounds as me. I talk them through it to not let their past interfere with work. We just have to keep moving and show
how good we really

Situational leadership can be defined as a concept that helps understand leadership in terms of changing environment. Situational leadership theory was
developed in 1969 by Paul Hersey and Ken Blanchard.
This type of leadership depends upon each individual situation. This theory requires an individual to analyze the needs according to a particular
situation and then act towards it. Ability or maturity of the followers are equally important than leader who leads the situation.
Situational leadership theory is a part of the group of the theories which are known as contingency theories of leadership. Contingency theories of
leadership suggests that a leader 's efficiency is related to the leader 's skills or behaviour in relation to differing situational factors. As per situational
leadership theory, a leader 's effectiveness is contingent on his ability to alter his behaviour to the level of his subordinates ' development or
sophistication.
Since the theory falls in the group of contingency theory, it can be said that it will help the leader adjust to different followers based on his skills
and ability and he will be able to make all the people perform well based on his skills and leadership style which he will change based on the changing
situation.
LEADERS BEHAVIOURS AND CHARACTERISTICS
As per the leadership theory, the leader has certain characteristics which are in combination of levels of directing behavior as well in terms of levels of
supportive behavior. The various

Leadership Traits And Characteristics
ASSIGNMENT 1
(a)"Although leadership is situational, some traits, skills and characteristics contribute to leadership effectiveness in many situations," (Dubrin, 1992).
Analyse this statement giving examples of an organisation you are familiar with. (30)
INTRODUCTION
Leadership can be termed effective, whenever group or activities are required; the emergence of a leader becomes imminent. A group always works
effectively when there is a leader to guide the members and keep them motivated on their way to success. A leader should possess leadership skills,
traits and qualities that will be encompassed in the various types of leadership styles namely Democratic, Autocratic, Laissez–Faire and Participative.
DEFINITION OF KEY...show more content...
The Benefits and Pension department is where the processing and payment is done. The democratic leadership style is used in this section.
Democratic style of leadership
Democratic leader involves followers in decisions and delegated much more responsibility to the group. This was said to lead to higher quality
decisions, a much stronger team spirit, commitment to implementing decision and satisfaction among followers.
The Pension and Benefits department caters for different types of people i.e. the injured at work, retired workers, widow/widower and the employees
and employers. This department is headed by a Director who reports to the General Manager followed by managers and their subordinates that is
Benefits officers.
The leader in this section practises democratic type of leadership where he involves his subordinates in decision making depending on the situation e.g.
when dealing with a widow/widower or injured worker patience is extremely required. The leader must be able to listen and understand what the client
needs and wants are.
Also he must be participative in executing his duties in that if someone comes who can't write, he must be in a position to assist the client on how to

complete the necessary forms so that they get their benefits payments easily and walk away smiling.
The Director Benefits as the leader should be able to accommodate all types of clients who come for assistance i.e. you can meet the disabled, widow
/widower and the

Situational Leadership Assessment Paper
Hersey and Blanchard's Situational Leadership Theory (SLT) asserts that a leader's effectiveness is dependent upon the readiness, or ability and
willingness, of the leader's followers to complete a task. This leadership style is an amalgamation of task–oriented and relationship–oriented
characteristics that are employed depending upon the situation and the followers involved. According to the SLT, as followers increase in readiness
the leader's style is to adapt accordingly (Kinicki & Kreitner, 2009). The table below (Babou, 2008) summarizes the leadership behaviors that the SLT
presumes are appropriate to the various stages of follower readiness. Each quadrant of the Leadership Behaviors chart corresponds to the same quadrant
in...show more content...
I also believe that an effective leader plays a significant role in promoting and molding individuals' readiness as it relates to motivation and
commitment. As such, I developed my leadership assessment with these points in mind. The assessment focuses on 14 attributes that I believe are
important not only for a leader to be successful within the parameters of the SLT, but for most any leadership model adopted by a successful leader in
the modern business environment. The assessment was completed by Bobby, my manager of nearly six years, and by Katrina, my highest–ranking
direct report of nearly four years. Each was asked to assign a candid rating to each attribute using a one–to–ten (worst–to–best) scale as well as to make
notes or offer any suggestions so that I may incorporate it into my leadership style in an effort to improve the areas of weakness and become a better
leader. In addition, I did a self–assessment using the same criteria. It should be noted that while Bobby offered both a ranking and narrative feedback,
Katrina completed the assessment using the numerical ranking only. The results were consistent in some areas and mixed in others, but revealed some
valuable information that I can use not only within the context of this course, but also as my career is better defined over time. From my

1.0Introduction
The Oxford dictionary(n.d.) defines leadership as the action of leading a group of people or an organization, or has the ability to do the same. Kruse
(2013) after analyzing a number of definitions has said that leadership is the process where a leader influencing his followers and maximizing their
efforts towards the achievement of a common goal.
Throughout history scholars and psychologists have attempted to build various theories of leadership by identifying and defining unique
characteristics of leaders and their various styles of leadership. There are four such theories developed. Namely, Trait theories (What type of
characteristics makes a good leader), Behavioural theories (How would a good leader act or behave?),...show more content...
House (1975) explained that managers are considered to be effective, based on the impact they make on the subordinates' motivation and ability to
perform effectively. Since the major concern of the theory is how a manager influences the subordinates' perceptions of their work and personal goals
and paths taken to achieve those goals, this theory is aptly named "The Path–Goal Theory". The theory suggests that a leader's behaviour, motivates and
satisfies the degree to which the behavior increases the followers to achieve goals and clarify the paths to these goals.(House and Mitchell, 1975)
Simply, it is that a leader must choose the best style of leadership to motivate his followers to achieve their goals.
This theory was built on two major theories of motivation;
1)Goal setting theory : Suggests that by setting goals that are both challenging and realistic and offering rewards for the accomplishment of those goals
is an effective way of motivating people.
2)Expectancy theory : This theory was developed to explain why people work hard to achieve their work goals. The theory maintains that an individual
engages themselves in behaviours that lead to goal achievement because of;
(a) Achieving the goal will be a reward of some value to him/her AND (b) The behaviours involved have a high expectancy of leading to the goal.
If the above two factors

Situational Leadership Paper
Situational Leadership is simple in concept when introduced by Hersey and Blanchard in 1969, through to Blanchard's recent advanced modeling circa
2013, as part of Situational Leadership II. In its simplicity, many workers, managers, and leaders can find some basis of common understanding in
leadership having both a directive (task) and supportive (people) framework (Northouse, 2015). To have an emotional and foundational connection
early with an audience on such a challenging subject as leadership means early investment in the concept and trust that even short duration training on
Situational Leadership will yield results. This is one of the reasons that human resource experts as well as many successful organizations have
embraced Situational...show more content...
Journal of Social Psychology in 1939. From their studies developed the premise of Field Theory and Dissonance Theory, which Lewis would be
recognized for through the accepted Lewinian Approach (Kruglanski & Wolfgang, 2012). Lewin interests were in the actions of people and their
"locomotion" in any particular space (Lewin, Lippit, & White, 1939). Generally speaking, Lewin surmised in that decision makers are fundamentally
grounded by their actions through beliefs. When information (or actions of others) conflicts with those beliefs, leaders become subject to dissonance
(stress) of varying degrees of magnitude. To avoid the pitfalls of dissonance, some Situational Leaders occupy much of their time with managing
situational awareness and process (rationalization) and not focusing their time on maximizing actions in relation to the expectation of their reality or
cognition (balance). This factor may responsible for furthering Situational Leaderships quantification throughout the demographics of age and

Essay On The Situational Leadership Model

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