Final answer:
The effectiveness of a person with a high or low LPC score varies depending on the situation and group dynamics. A high LPC score might be beneficial for team cohesion, while a low LPC score is useful for directive tasks. Effectiveness is multifaceted and context-dependent.
Step-by-step explanation:
The effectiveness of a person in leadership roles is not solely determined by a high or low LPC (Least Preferred Coworker) score. Instead, it is influenced by the specific situation and the dynamics of the group or organization they are leading. For example, a person with a high LPC score, which indicates a more relationship-oriented leader, may be more effective in situations that require team cohesion and morale building. Conversely, a person with a low LPC score, suggesting a more task-oriented leader, might be more effective in situations that require a strong directive approach and a focus on performance outcomes.
Certain selection processes, such as job-specific tests with cutoff scores, may be used to determine candidate suitability. These processes aim to gauge various qualities like cognitive abilities, as seen in the case of Robert Jordan and the Wonderlic Personnel Test, or political prowess as analyzed by Krasno and Green's candidate quality distribution index. It is important to remember that candidates are diverse, and their efficacy may vary based on many factors, including their experience, confidence, and capacity to influence within the political domain.
Therefore, the concept of effectiveness is multifaceted and can't be ascribed to LPC scores alone. The context within which a leader operates is equally vital in determining their effectiveness. Additionally, personal attributes like political skill and attractiveness can also play a significant role in shaping a leader's success and influence.