Contingency vs. Situational

        Both theories take into consideration the type of leadership needed for each different situation but approaches it in different ways. Situational leadership states that different leadership styles are needed depending on the employees readiness, motivation and confidence. For example an inexperienced employee in housekeeping would benefit from a telling type of leadership, because there is low readiness in the employee because this is a new position. Also the tasks are clearly specified and basic but need to be told in order for the employee to complete the job successfully. But if there was an experienced chef a different type of leadership would be more appropriate because of his readiness and confidence in the position is much higher. For example a delegating or participating would be more suitable.   

       The contingency theory through a basic assessment places the leader down into two different styles, they either have a human relations orientation or a task orientation. Once the orientation is known, the leader’s motivation type can be further understood as either being derived from interpersonal relationships or by successful task performance. For example a task orientation manager would value an employee who fallows tasks perfectly and is organized while a manager with human relations orientation would appreciate more an employee who is friendly, cooperative and supportive.