In fact, the contingency management theory leads towards the democratic leadership’s styles in which all of the employees and audiences are involved in the decision and matters of the organization. According to the contingency theory of the Fiedler the leader always follow the two major points which are the task oriented and people oriented. There are several good points of the contingency theory of the Fiedler which are;

Flexibility of Management Style of Compare and contrast paper for Universalist approach and contingency approach for SHRM

        It is relate to the flexible ways for the styles of the management and the leader can decision by considering the various point rather than by making the standards one to taking decision for their employees and organization. By applying this theory business can be able to measure the problems in effective manners as well as their management can be adapted for specific needs of the organization.

Employee Opinions Matter of Compare and contrast paper for Universalist approach and contingency approach for SHRM

        According to this theory the opinions of the employees matter for taking the decision about the organization as well as for any kinds of the management change with in the organizations. It leads toward that the leader must be respect to his employees for the better performance of the organization.

Flexibility in Task Structure of Compare and contrast paper for Universalist approach and contingency approach for SHRM

            The various structure levels are required for the various types of the tasks and according to the contingency theory the structure of the task can be flexible and it can change according the situations and trends.

Anyone Can Become a Leader of Compare and contrast paper for Universalist approach and contingency approach for SHRM

            It is proposed by the contingency theory any can becomes the leader for handling the matter and overcoming the difficult task in the typical situations. It leaders towards the scenarios if the employees have experience related to the problem of the organization he or she can handle this matter according to his expertise.

Limitations of contingency theory of Compare and contrast paper for Universalist approach and contingency approach for SHRM

In the contingency theory there are various limitations which are also referred as the disadvantages of this theory.

Inadequate Literature

Complex

Difficult Empirical Testing

Reactive not Proactive

Comparison of the contingency theory and Universalist Approach

            It is important to understand basic difference between contingency theory and Universalist Approach so that their roles and functions can be distinguished from each other. The nature of a leader under the Universalist Approach is innovative as he/she has to look for new innovations, whereas the nature of work under the contingency theory is suggestion, which means that he/she can manipulate to a certain extent. According to the Universalist Approach the leader has charismatic personality, who believes transforming others through his/her skills, vision and capabilities. On the other hand, According to the contingency Approach a manager is concerned with executing tasks which has been designated to him/her by an organization. He/she has to administer people to achieve certain tasks so that business processes can move in right direction.

        The Universalist Approach is looking at long term perspective of things, whereas manager does not believe in broad picture of things, rather they look to achieve short term goals. A leader is focused on doing right things, whereas a manager believe in doing things right, which is a huge difference in approach (Marquis & Huston, 2009)

References of Good Point of Contingency Theory of Compare and contrast paper for Universalist approach and contingency approach for SHRM

Ahmed, Z., Nawaz, A. & Khan, I. U., 2016. Leadership Theories and Styles: A Literature Review. Journal of Resources Development and Management, Volume 16, pp. 1-7.

Catherine Bailey, D. M. C. K. T. G., 2018. Strategic Human Resource Management. s.l.:Oxford University Press.

John Purcell, P. B., 2015. Strategy and Human Resource Management. s.l.:Macmillan Education UK, .

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.. The International Journal of Human Resource Management, 25(8), pp. 1069-1089..

Marquis, B. L. & Huston, C. J., 2009. Leadership Roles and Management Functions in Nursing: Theory and Application. illustrated Edition ed. s.l.:Lippincott Williams & Wilkins.

Tzafrir, S. S., 2006. A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time.. Journal of Managerial Psychology,, 21(2), p. 109–130..