The least preferred coworker theory, also known as the LPC theory, is a theory in social psychology that explains how individuals perceive and evaluate their relationships with others in a work setting. It was first introduced by psychologist Fred Fiedler in the 1960s as a way to understand the effectiveness of leadership styles in different types of work environments.
According to the LPC theory, an individual's perception of their least preferred coworker (LPC) is a good predictor of their leadership style and effectiveness. The LPC is defined as the person with whom the individual has had the least satisfying interpersonal relationship, and is typically thought of as the individual's "worst" coworker.
Fiedler believed that individuals with a high LPC score (meaning they had a more negative perception of their least preferred coworker) were more effective leaders in situations where there was little control over the work environment, such as in emergency situations or when working with highly skilled or motivated employees. On the other hand, individuals with a low LPC score (meaning they had a more positive perception of their least preferred coworker) were more effective leaders in situations where there was more control over the work environment, such as in structured or predictable work environments.
The LPC theory has been widely studied and has been found to be a useful tool for predicting leadership effectiveness in a variety of work settings. However, it is important to note that the LPC theory is just one factor that can influence an individual's leadership style and effectiveness, and that other factors such as personality, experience, and situational factors can also play a role.
Overall, the least preferred coworker theory is a useful tool for understanding how individuals perceive and evaluate their relationships with others in a work setting, and how this can influence their leadership style and effectiveness.
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Leadership style To help you determine your leadership style, Fiedler developed the Least Preferred Coworker LPC scale. Improving leadership effectiveness: The leader match concept. What is an example of contingency theory? Use contingency theory to explain how a person who has worked well in one position in an organization can be ineffective if moved into a different position in the same company. Least preferred co-worker score, situational control, and leadership effectiveness: A meta-analysis of contin-gency model performance predictions. The more they do, the higher your degree of leader-member relations and the more favorable the situation is.
Least Preferred Coworker Theory
Allowing them to make decisions or putting them in control of a special project could accomplish this. E Leaders need to have strong power to perform effectively. Try outlining tasks to make them easier for your team to accomplish. Contingency Theory states that different group situations call for different leadership styles. The LPC has been found to be a reliable and valid measure of leadership style, and it has been used in a variety of settings, including business, education, and the military. C Your boss would verify that you did it correctly. Contingency theory can be used by an organization to A Tell whether a follower would work well in a situation.
Least Preferred Coworker
My boyfriend scored a 66, which is in the middle ground but on the lower side. If the leader scored the LPC very low largely negative rating then the leader is task oriented. He feels that he mainly focuses on building a relationship with the coworkers and followers, and then fostering the tasks comes secondary, much like the high-LPC leader. B Very favorable situations. If it would help the situation to improve leader-member relations, try focusing on your transparency with the team or entrusting team members with new responsibilities. The leader is asked to think about all of the people with whom he or she has worked and to select one person who was the most difficult to work withâthe least preferred coworker.
Least Preferred Coworker Test Online
Here, you would want a task-oriented leader to make decisions and get the group to their objective rather than a relationship-oriented leader who would waste precious time discussing options with the group. While your team has a decent amount of creative control over their product, the agency has been operating for a while, so tasks and processes are outlined pretty clearly. Improving leadership effectiveness: The leader match concept. B Matching a leader to appropriate situations. High LPCs are motivated by relationships. From the framework of Contingency Theory, cleaning the milkshake machine at McDonald's is not a good example of a structured task.
