Introduction

Task-oriented and relationship oriented leadership styles are normally used to explain when and how leaders will be less or more successful for a given situation. Both styles are deemed as being important in public administration.

Part 1- What are Differences Between Task-Oriented and Relationship-Oriented Theories of Leadership

Task-oriented leadership is about getting things done and keeping people focused on their tasks at hand.   It is about motivating employees to do their jobs and to do their jobs well.   The task-oriented leadership style is about setting concrete objectives and goals and meeting them.  Task-oriented leadership is really about achieving these goals.

In contrast, the relationship-oriented leadership style is about achieving transparency in communications and relations, and gaining satisfaction from having healthy, productive relationships.   These relationships within the public administrative setting are given special focus and priority in order to shape the interpersonal relationships in a healthy, positive manner.   Through having these relationships healthy, transparent, and productive, the public administrative workplace will be a good one and it will be easier to achieve the goals.

Part 2- Which Type of Leadership is Most Important?

In today’s world, a high priority is given to rapid, effective information exchanges through all our smart devices.   Communications of all types are highly valued by people today, including public sector leaders and public sector employees.  Task-oriented leadership is obviously important to get things done.   However, relationship oriented leadership is more important because of the increasing value of having healthy, honest, and respectful relationships in the workplace.

Because if relationships are solidly based on strong values and ethics, then this information being exchanged so rapidly is going to be accurate, honest, and credible.  It means that the work group can be more productive, ambitious, and achievement-oriented because of these healthy, trusting relationships.   It is why relationship-oriented leadership style takes priority over task-oriented leadership style today.  There is no doubt that task-oriented leadership style remains important.  It is clear that there is a value to being open and communicative about what tasks are necessary to get done and what people are to do what tasks.   This is something that is necessary to get work done in any work group.   Tasks have to be divided, assigned, and they have to be completed in order to make progress in work.   Yet, by having a relationship-oriented leadership style, these tasks become easier to get done because trust and honesty among workers and public administrative leaders is automatically going to permit them to be pursued effectively.   People are going to be motivated to do their tasks and do their tasks productively due to the healthy, positive, and transparent relationships.

To illustrate my support for how relationship-oriented leadership style is more important today than task-oriented leadership style, assume I am a public service leader in a public agency responsible for cleaning up the community, establishing high standards of cleanliness, and maintaining a work group that meets these standards with their work tasks day in and day out, week after week.   Certainly the assigning of tasks and fulfilling these tasks become critically important for this public agency to achieve these goals and objectives.   Yet, with the relationship-oriented approach to leadership style, this work group’s members will be made cohesive and motivated through having respect, open communications, and trust with one another because of my leadership style.   By having this emphasis on our relationships being healthy and transparent, the work tasks are dealt with and addressed effectively by having open, honest communications.

Part 3- Examples of How a Public Service Leader Might Influence the Culture of Organization Through Each Type of Leadership

Public service leaders are likely to influence the culture of the relevant organization depending on the type of leadership that they adopt. Leaders adopting relationship-oriented leadership are the ones that are concerned with interpersonal skills. This type of leaders will work to ensure that employees have the ability to grow both professionally and personally. For example, leaders upholding relationship-oriented style will try to ensure that employees feel appreciated  by way of ensuring there are regular meetings, identifying the employees’ needs and asking for suggestions from the employees so that they can feel as part of the team. These will make the employees feel that they are valued hence making them happier, which leads to increased efficiency.

Leaders that are task-oriented will have high expectations with everyone associated with the relevant public sector agency; including themselves. This will ensure that there is quality of service resulting to the fulfillment of the public demands. Leaders that value efficiency have the ability of tackling complex problems and address the conflicts that are prevalent with the public sector. A good example is how task-oriented leaders will have the ability to communicate the desired expectations on a daily basis and take the initiative to ensure that all the employees are aware of the relevant tasks. When employees are aware of what is expected of them, tendencies of time wastage are minimized and this results to increased efficiency.

Conclusion

Task-oriented leadership style and relationship-oriented leadership style are both important for public service leaders today, but the relationship-oriented leadership style comes out as being most important. This is because it matches closer to the changing dynamics of public administrative workplaces and the way information is being exchanged and used today. Leaders using any of these styles are likely to influence the culture of their organization in one way or another.

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