Explain Least Preferred Coworker Theory.
Why do you identify with this theory/model?
Why do you NOT identify with this theory/model?
How would you implement this theory/model?
How would your personal biases affect your implementation of this theory/model?
If applicable, briefly summarize your Experiential Learning Exercise results for this theory/model.
What questions do you have regarding this theory/model?
What would you like to learn more about?
1. The least-preferred coworker scale, created by American researcher Fred Fiedler, distinguishes whether a person's leadership style is either relationship-situated or task-arranged.
The least preferred coworker (LPC) scale requires an individual to rate the one individual they would least need to work with - the least-preferred coworker - utilizing a scope of 18 to 25 bipolar (positive or negative) modifiers, with evaluations from 1 to 8. The LPC score is then processed by totaling every one of the appraisals. A high LPC score shows that the individual is a relationship-arranged pioneer, while a low LPC score recommends an undertaking focused pioneer.
2. A normal arrangement of bipolar descriptive words utilized in the LPC scale would incorporate wonderful or upsetting, well disposed or threatening, strong or unfriendly, etc. The reactions are reviewed from 1 for the least great trait (for instance, undesirable or unpleasant), to 8 for the best one (wonderful or well disposed).
The LPC scale expects that individuals whose leadership style is relationship-arranged will, in general, portray their least preferred coworkers in an increasingly positive way, while those whose style is task-situated rate them all the more adversely.
3. Be that as it may, the model has a few disadvantages. It doesn't take into consideration leadership adaptability, and the LPC score may give an erroneous image of your leadership style.
4. The model introduced by the scale shows the thought that no single leadership style is immaculate or perfect, as the necessities change contingent upon conditions and settings. For example, a group that is included veteran experts who are knowledgeable in their assignments might be served best by a relationship-arranged style of leadership. The group doesn't require the cumbersome methodology that a less experienced group may, which could incorporate exacting rules to guarantee the undertaking is practiced.
Thus, a veteran group may need task-situated leadership if there is a short cutoff time to finish the destinations or if the objectives incorporate touchy achievements that will be hard to accomplish. If the group is comprised of both veteran experts and untrained staff, the situational needs of the target and could mean leadership styles may change dependent on the minute or the people who need direction.
The situational idealness additionally assumes a job in the leadership style received. The leadership-part relationship is an indicator of how much impact and trust exists between the group and its pioneer. If this bond is powerless, the pioneer can be said to hold a frail situation in such a manner. This can be influenced by the pioneer's situation of intensity in the association. The measure of intensity and authority a pioneer needs to coordinate the group who works for them may be portrayed as solid, which means they have clear control to see their commands are pursued. On the off chance that that power is feeble, they have less authority over the group to guarantee the move that is made.
Explain Least Preferred Coworker Theory. Why do you identify with this theory/model? Why do you NOT...
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