One of the strengths presented in the article is increased morale due to better communication whereby the leader needs to constantly remain aware of the needs of his followers. Pauliene (2012) argues that’s successful leaders should examine the ability of employees and communicate effectively. This can enable the leaders to lead the followers successfully; hence enabling them to perform their task effectively. Secondly, situational leaders should develop a positive and sizeable effect on the performance level of the federal agencies; hence achieving success (Fernandez, Cho and Perry, 2010). However, situation leadership creates confusion; thus it is likely to impact the work performance. Lastly, leaders might lose credibility and trustworthiness by their followers; hence poor work performance in the public sectors.
One of the example of that applies to situation leadership is an example of a director that was working in one the HR department in one of the clothes industry in U.S. The director was involved in a situation whereby he was about to leave for a holiday and his task was to be handled by an experienced assistant director. The assistant was very familiar with his responsibilities; thus he was excited to perform the task. However, instead the director could trust the knowledge and skills of the assistant director; he decided to spend hours drafting detailed list of work tasks for the assistant director. Therefore, in this situation, the work will be done perfectly, but the director damages good relationship with the assistant director due to lack of trust and not being confidence towards the assistant director.
Therefore, based on Hersey and Blanchard theories, the situation leadership applies to the above example of the director and his assistant. This is because situational leadership according to Hersey and