Task vs. Relationship Leadership Theories | posavski-obzor.info
training to be a group leader (task- or relationship-oriented leader). All groups worked . Two distinct behavioral roles of leaders were defined by the Ohio State . Task-oriented and relationship-oriented leadership styles are among the common approaches used by managers. Typically, all leaders have elements of both. Relationship-Oriented Leadership - part of the Leadership Styles Blog on the relationships between the leader and the staff the actual task at.
What is Task-Oriented Leadership?
Key Strengths By focusing on the emotional needs of the staff, relationship-oriented leaders ensure they have a positive and motivated workforce. Staff will be enthused and inspired to work and will feel valued and appreciated.
In a well supported team of staff, personal conflicts, dissatisfaction and boredom will be minimised resulting in a happy and productive team. Free from personal issues the staff will be able to work more productively and at a higher standard.
Task-oriented and relationship-oriented leadership - Wikipedia
Staff may also be more inclined to work creatively and innovatively, taking risks and challenging key operations. Risks can be taken because staff are aware that the leader will provide support if they are unsuccessful. This is essential for development and improvements in organisational performance. Key Criticisms The major criticism to this style of leadership is that with a focus on the relationships between the leader and the staff the actual task at hand can sometimes be overlooked.
Another key criticism of relationship-oriented leadership is that some employees may take advantage of a people-focused leader.
If staff see the leader accommodating their every need they may start to take liberties to see how far they can push the leader with what they will get away with. While risk taking was a key strength it can also be considered a criticisms as well. While risk is essential for progressing an organisation the risk also needs to be calculated. Too much risk taking, at the wrong time and in the wrong place can result in irreversible errors which the leader will find difficult to repair.
Final Thoughts… Leaders have to be relationship focused — after all leadership is all about inspiring and motivating people to take action. If a leader does not have a clear understanding of the needs, interests and abilities of their staff, and cannot relate to them on a personal level they will never succeed. Time A key distinction between these two leadership styles relates to their view of time. Task-oriented leaders tend to be very time-centered. Deadlines are critical, and social interaction should not get in the way of work completion.
The relational leader usually puts interaction and group harmony above deadlines or efficiency. While work must be completed, he is more likely to set aside group activity time or team-building exercises. Risks At the extreme, each style has risks.
An effective leader normally functions somewhere in the middle of a continuum between the extremes. An overly task-oriented leader can come across as bossy, somewhat like a dictator using workers as a means to an end. This can lead to low morale and, eventually, poor productivity.
Differences Between Task-Oriented Leaders & Relational-Oriented Leaders
An extreme relational leader can put too much emphasis on group harmony at the expense of timely work. This may lead to inefficiency or missed deadlines in his department.
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In some cases, the relationship-oriented leader is too concerned with being liked to push employees. The Supervisor as a Leader About the Author Neil Kokemuller has been an active business, finance and education writer and content media website developer since He has been a college marketing professor since Kokemuller has additional professional experience in marketing, retail and small business.