Situational leadership is based on the theory that effective leadership requires an appropriate response based on rational understanding for each unique situation. A situational leadership style is classified as a contingency or behavioral theory that centralizes the leader behavior as either task of people focused. To establish a relationship between a situational leader and follower, key factors such as level of maturity or readiness of the follower need to be accounted for (McCleskey, 2014).
In seeking to comprehend organizational management, researchers have examined and implied that there is no one certain leadership style that works for every type of situation. Situational leadership is a combination of three major features: relational concerns, leader direction, and motivational level of followers. Situational leaders place attention on the functionality of the environment, such as maturity and follower psychological state. By focusing on the members’ well-being, it will create an effective relationship between leader and follower. A situational leader and their follower’s relationship are considered individualized under this type of model. A manager at a work environment needing to adjust for a disabled employee is an example of a situational leader. As a leader, the manager must place a unique situational approach to the needs and functional capabilities between the disabled employee and workplace. The leader should be fluid and adjust toward the needs of the disabled employee. In order to fulfill the needs of a disabled employee, a situational leadership style framework must be implemented. A situational leader will recognize the capacities of a disabled employee and provide a level of comfort, security, and understanding for the employee (Cubero, 2007).