The Contingency Model, which states that the group’s performance will be contingent upon the appropriate matching of Leadership style and the degree of favorableness of the group situation for the leader, that is, the degree to which the situation provides the leader with influence over his group members. The model suggests that group performance can, therefore, be improved either by modifying the leader’s style or by modifying the group-task situation. LPC and ASO score are highly correlated with each other and that they can, therefore, be interpreted interchangeably. High LPC or ASO scores seem to indicate relationship orientation and motivation to achieve personal recognition and prominence low LPC or ASO scores appear to indicate task orientation the self-esteem and adjustment of the high LPC or ASO person tend to come from relationships with others in his social environment. In matching leadership styles to appropriate situations it find that. 1. Relationship-motivated leaders perform best in moderate control situations. 2. Task-motivated leaders perform best in high and low control situations. Finally, it is possible to change or modify leader’s leadership situation if leader find that leader’s leadership style does not match the situation in which leader is working leader can engineer leader job by adjusting the three dimensions of situational control and making it higher or lower, thereby matching leader’s leadership style. Transfer and rotation, selection and placement, are management tools to improve the performance of leader’s subordmate leaders’ thereby increasing organizational effectiveness.