Final answer:
Leaders with a low LPC score on Fiedler's LPC scale gain satisfaction from Achieving objectives, as they are considered task-oriented. These leaders focus on task completion and goal attainment rather than building interpersonal relationships. The LPC score and corresponding leadership style play significant roles in leadership effectiveness depending on the situational context.
Step-by-step explanation:
Leaders with a low LPC (Least Preferred Co-worker) score on Fiedler’s LPC scale find satisfaction primarily from B. Achieving objectives. This scale is used to determine the leadership style of an individual and is based on the assumption that leadership effectiveness is dependent on the fit between the leader’s orientation and the extent to which the situation gives the leader control and influence. Leaders with a low LPC score are task-oriented; they are focused on completing tasks and achieving specific goals rather than on developing close interpersonal relationships with their team members. In contrast, leaders with a high LPC score are relationship-oriented, valuing and deriving satisfaction from forming close bonds with their team members.
The LPC scale is an essential tool within Fiedler's Contingency Model of Leadership. According to this model, there is no one best way to lead a team; the effectiveness of a leadership style is contingent on the work environment and context. Task-oriented leaders (low LPC) are generally more effective in very favorable or very unfavorable situations. This is because in such cases, the workflow is either well-structured and the authority of the leader is strong, or the task is difficult, and the team's performance is not up to par, which requires a more direct approach.
Fiedler's model suggests that by changing the leader, the organizational structure, or the situation's context to achieve a better leader-environment fit, organizations can enhance their efficiency. Understanding one's leadership orientation and recognizing the type of environment in which it is most effective can help leaders adjust their approach or place leaders in situations suited to their style, thereby increasing organizational performance and team cohesion.