Differences Between Task-Oriented Leaders & Relation-Oriented Leaders | Your Business
If the task has a lot of ambiguity, meaning you're not exactly sure how to go A relationship-oriented style tends to work well for three out of the eight scenarios. task behavior and relationship behavior of the group leader on the development Two distinct behavioral roles of leaders were defined by the Ohio State. Task-oriented and relationship-oriented leadership styles are among the Typically, all leaders have elements of both task and relationship orientations. come across as bossy, somewhat like a dictator using workers as a means to an end.
He often has a bottom-line approach. A relationship-oriented leader, on the other hand, tends to stress building relationships with his workers. His objective is to build rapport with employees so that they are motivated to work well together and to complete tasks. He tends to place more emphasis on group harmony and culture.
Influence Leaders generally need the ability to influence others to succeed. Task-oriented leaders tend to use a more autocratic approach to leadership. They often rely on position power, goal setting, results tracking, clear directives and pushing of employees.
Differences Between Task-Oriented Leaders & Relation-Oriented Leaders
Self-motivated workers tend to make a better fit with a task-oriented leader. A relationship-oriented leader uses empathy and relationships to influence. He believes that if employees see he genuinely cares about them as people, they are more likely to take direction and be inspired by his guidance.
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.Relationship and Task Based Leadership
While work must be completed, he is more likely to set aside group activity time or team-building exercises. Staff will be enthused and inspired to work and will feel valued and appreciated.
Task vs. Relationship Leadership Theories | cypenv.info
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. 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.
Differences Between Task-Oriented Leaders & Relational-Oriented Leaders
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. But with this in mind it is also important for a leader to maintain focus on the task at hand.