Final answer:
Implement a relationship-oriented leadership style when followers have a high need for leadership and thrive in a well-structured environment. This style fosters better relationships with leaders who provide structure and clarity. Leaders must consider individual employee characteristics and organizational values focused on teamwork.
Step-by-step explanation:
According to the Least Preferred Co-Worker theory, which aligns with the discussion of leadership styles, a relationship-oriented leadership style should be implemented when followers have a high need for leadership and require a well-structured environment with clear guidelines to thrive. Relationship-oriented leaders excel in creating positive connections, offering support, and fostering a healthy workplace climate. Such a style fits well with employees who are less autonomous and prefer a certain amount of predictability in their tasks. These employees form better relationships with leaders who provide structure and clarity.
Conversely, in cases where followers demonstrate higher autonomy and less need for direct leadership, a relationship-oriented approach may not be as effective or necessary. Therefore, leaders should assess the individual characteristics and needs of their followers, such as their need for growth, extroversion, and stability in the work environment, and adapt their leadership style accordingly to maintain a positive leader-follower relationship.
Moreover, organizations with flat structures and a focus on teamwork may also benefit from a relationship-oriented approach, as it supports open communication and employee engagement, aligning with modern organizational values of collaboration and feedback across all levels.