Group: mba specialization

3.The shortcomings of situational leadership
One major disadvantage of this type of leadership style is that it necessitates sound judgments with regard to task’s acquaintance and human evaluation (Srivastava, 2003). In this regard, it should be noted that not all individuals possess the visualization, spirit, insight, power, persistence, or luck to lead in every circumstance regardless of their characters, abilities, or style.
Therefore, wrong detection of the supporters’ abilities and enthusiasms to complete a specific chore may interrupt the team’s development and demoralize the followers’ sense of worth. Equally, undervaluing or overvaluing of the team’s enthusiasms or abilities is unfavourable to goal realization of the goal.
On the other hand, if a leader misdiagnoses the readiness and loyalty of several team associates if could result in project breakdown. This implies that an effective situational leader should be educated appropriately in cognitive and psychosocial expansion hypothesis and be vigilant to dissimilarities that exist among follower because of pressures from sex, age, educational and ethnic uniqueness.
Similarly, situational leadership style necessitates the managers to have comprehensive knowledge of intellectual and developmental level of their supporters. In addition, the leadership style does not tackle crucial details such as the multifaceted factors affecting motivation. The model lacks appropriate tools for the managers to identify a group’s task skill or communal enthusiasms.
In this context, It is not possible for a manager to be acquainted with all the members of bigger the groups and subsequently analyse the followers’ recommendations since the supporters’ behaviours are based on fewer personal information. In this regard, situational leadership is appropriately appropriate for small groups rather than big groups in a large institution.
Since its development, situational leadership style has been adopted by various organizations, numerous supporters, and by a variety of managers, with varying achievements. Despite this success, it should be noted that s few official researches have been carried out to ascertain the effectiveness of this leadership model compared to other leadership models (Bass & Riggio, 2006).
A last shortcoming associated with this style of leadership relates to the inherent prejudice in the leadership surveys that support the model (Srivastava, 2003). The queries in the survey hinder the interviewee from selecting an appropriate answer that supports the leadership style. However, despite these weaknesses it should be acknowledged that the situational leadership model is a helpful tool when adopted correctly.