Leadership is considered as a controlling power that is bestowed on a person to achieve certain aims. The leader, having specific aims, is now responsible to achieve those aims. There are a number of leadership perspectives available to individuals. A true and successful leader, however, is the one who realizes the suitability and effectiveness of certain leadership style on the team and environment he is working with. Contingency perspective of leadership provides such a mechanism where leaders have to be flexible in their attitudes, working and demands. This perspective involves the analysis of situation on which the leader has to decide on things. The contingency approach of leadership is associated with the path-goal theory more closely than others (Dubrin, 2001 pp. 32-34). The path-goal theory follows the same idea as defined in the expectancy theory of motivation. The main idea is the relationship or connection between the leaders behaviours on employee participation and performance in achieving the tasks assigned to them. The path-goal theory is more inclined towards the rewards in order to attain higher motivation of employees and higher performance efficiency. Path-goal theory emphasizes on servant leaders, who are less dominating and more helpful. The leaders working under the contingency perspective of leadership are more like coaches, facilitators and guides to the employee team.
Directive leadership which points towards the task-oriented leadership. The leader explains the task clearly, provides a framework to follow and describes the standards against which the performance would be measured. This style of leadership use rewards and payments as a tool of motivation.
Supportive Leadership may also be termed as people-oriented leadership. The leader following this style is supportive in actions, words and behaviours. A supportive leader is respectful, honest and pleasant with the employees. Having a friendly attitude,