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Fielder's Theories

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Fielder’s Theories
Linda Walker
Kaplan University

Fielders contingency theory leadership is all about the style of managers; whereas cognitive resources looks at the more intellectual and cognitive abilities of mangers. The biggest factor that Fielder was looking at was the way employees and managers work together. He found some managers didn’t work well with different job titles. And then cognitive resources theory looked at the intellect of the managers in business, he found that there were three factors that helped decide which manager would be best in what position and these are leader-member, task structure, and positive power (Antoine, 1988).
Fielder had two key parts for his contingency theory leadership style and situational favorableness both is very important in the business world. The leadership style dealt with the way managers and their employees felt and dealt with each other on a daily basis. He felt that the personality of the managers set and could not be change so finding the right manager for the job was very important. There was more productivity if everyone got along and the manager understood of the needs and problems the employees might be having. If everything was counterproductive then maybe the manger should be replaced to be more work effective (Antoine, 1988).
Fielder later found that there was another group of theories that worked also in making sure the business could run smoothly. This was called least-preferred co-workers (LPC), in this theory there are at least 16 possible responses. If a manager scored a high number then he/she would make a good human relations candidate. If the score was low that would make a good task manager. This is only a guide and does not mean that it is always accurate (Changing Minds, 2011).
The second factor is situational favorableness. This is defined as the degree a situation enables a leader to

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