FIEDLER’S LEAST PREFERRED COWORKER SCALE (LPC)

FIEDLER’S LEAST PREFERRED COWORKER SCALE (LPC)

 

PLEASANT	4	3	2	1	-1	-2	-3	-4	UNPLEASANT
FRIENDLY	4	3	2	1	-1	-2	-3	-4	UN-FRIENDLY
REJECTING	4	3	2	1	-1	-2	-3	-4	ACCEPTING
TENSE	4	3	2	1	-1	-2	-3	-4	RELAXED
DISTANT	4	3	2	1	-1	-2	-3	-4	CLOSE
COLD	4	3	2	1	-1	-2	-3	-4	WARM
SUPPORTIVE	4	3	2	1	-1	-2	-3	-4	HOSTILE
BORING	4	3	2	1	-1	-2	-3	-4	INTERESTING
QUARRELSOME	4	3	2	1	-1	-2	-3	-4	HARMONIOUS
GLOOMY	4	3	2	1	-1	-2	-3	-4	CHEERFUL
OPEN	4	3	2	1	-1	-2	-3	-4	GUARDED
BACKBITING	4	3	2	1	-1	-2	-3	-4	LOYAL
UNTRUSTWORTHY	4	3	2	1	-1	-2	-3	-4	TRUSTWORTHY
CONSIDERATE	4	3	2	1	-1	-2	-3	-4	INCONSIDERATE
NASTY	4	3	2	1	-1	-2	-3	-4	NICE
AGREEABLE	4	3	2	1	-1	-2	-3	-4	DISAGREEABLE
INSINCERE	4	3	2	1	-1	-2	-3	-4	SINCERE
KIND	4	3	2	1	-1	-2	-3	-4	UNKIND

 

Leadership instrument is used to measure a leader's leadership style. In order to do this, the person being measured is asked to describe a co-worker he least likes to work with (LPC) on 18 sets of adjectives questionnaire.

After the questionnaires have been analysed, the results can be grouped into three:

1) Low LPCs

2) Middle LPCs

3) and High LPCs

Low LPCs are task motivated leaders whose primary need are to get the job done while they Middle LPCs are socio-independent leaders who are less concerned with the task and how people perceive them (interpersonal relationship). High LPCs are motivated by relationships in organisations. They are concerned about tasks only after they ensure that relationships between people in the organisation are good.

 

According to the findings of the contingency approach researchers, different leadership style would be effective in different organizational contexts or situations, i.e. leaders who are task motivated (low LPC score) will be effective in both very favourable and very unfavourable situations, that is, in situations that are going along very smoothly or ones that are out of control. While leaders who are relationship motivated (high LPC score) are effective in moderately favourable situations, that is, in situations in which there is some degree of certainty but things are neither completely under their control nor out of their control.

According to Fieldler contingency theory in this context, task oriented leader are more effective to overcome the problems. The management must hire the night managers those are task oriented and give position power to execute the task effectively by rewarding or punishing the established staff. The operation manual has been given to the managers, so that the task oriented managers can effectively communicate the requirement to maintain the standards of service and product quality.

Situational variables

Another approach is to make the situational variables to match the leaders.

The management must work on the manager-members relations. the following are the way to improve this relations:

1. Treat the employee as a human rather than cogs

2. Give concessions with regards to wages, health benefits

3. Provide them proper training to execute the operation tasks

4. Keep continue the formal benefits of the employee however that should be monitored

5. Retained the staff by providing some benefits or healthy atmosphere in work place.

6. The management must develop the trendy infrastructure to motivate the employee to work in the restaurant.

The management has hired the Night Managers that have same or younger age than some employees. It would be difficult for these managers to deal with established employee without position power. There was increase pressure on them not to report any informal practices. The strong position power can help Night managers to control these situation by punishments. Task structure of reducing wasted food must be clearly spell out and provide guidance how to achieve it. The management must provide formal training to the Night managers so that they can effectively execute the task.