Complexity: The Exit Strategy

Path-Goal Theory assumes that leaders are flexible and that they can change their style, as situations require. The theory proposes two contingency variables, such as environment and follower characteristics, that moderate the leader behavior-outcome relationship. The leader must consider follower’s valences, instrumentalities, expectancies, equity of rewards, and accuracy of role perceptions when assessing the requirements of his followers. Additionally, personal characteristics of subordinates determine how the environment and leader are interpreted. Effective leaders clarify the path to help their followers achieve organizational goals and facilitate the journey by reducing roadblocks and pitfalls. This approach assumes that there is one right way of achieving a goal and that the leader can see it while the followers can not. This casts the leader as the knowing person and the followers as dependent, thereby limiting the development of the follower. While the path-goal theory has some validity, Bass argues that better leaders integrate a task-oriented and relationship-oriented approach (Blake & Mouton, 1964) as well as demonstrate their ability to clarify the path to the goals (Bass, 1960, 1990). Furthermore, this transactional

Path Goal Theory is a contingency approach to leadership which under Mary Kay’s responsibility is to increase subordinates’ motivation by clarifying the behaviours necessary for task accomplishment and rewards. Under Path Goal Theory it must be formed by tangible award. Mary Kay increases her follower motivation by either (i) clarifying the follower’s path to the rewards that are available or (ii) increasing the rewards that the follower values and desires.

The path-goal theory focuses on motivating followers to achieve goals. It suggests that if followers believe there will be positive outcomes in their efforts, they will be highly motivated to do their work. Leaders, in this theory, use a style that compliments the follower’s needs in order to motivate them. Take the following situation as an example. I am newly hired as a sales manager and the morale in the department is extremely low. A few months ago the department’s profit in sales had been at the highest in decades. Multiple sales

According to Butts and Rich (2015), complexity science is a knowledge founded on physics and mathematics that operates using basic principles to elucidate the connection between variables. Butts and Rich add that complexity science is a developing field of interest that is catching the attention of scholars from different disciplines because it provides a different viewpoint on various phenomena of interest. According to Sturmberg and Martin (2009), although there has been an ongoing push for application of complexity science in health care, this is not an attempt to eradicate the reductionistic view. Complexity science only aims to fabricate a new and more comprehensive understanding of the world by unifying both the holistic and reductionist viewpoint (Sturmberg & Martin, 2009).

Synopsis: this article addresses the principles of complexity theory, and discusses the value of focus on capabilities, not competencies.

Path-goal theory deals with the leader's style to motivate followers, to accomplish set goals (Northouse, 2010). The path-goal theory is simply the implication that a leader works with an individual to establish a goal. The leader does this by individual motivation to achieve the proposed goal, while working through obstacles that may hinder achieving that goal (Whitener, 2007). The basic assumption of path-goal theory is that the following motivates subordinates: the capability to perform the work, their efforts will result in a certain outcome, and the payoff will be worthwhile (Whitener, 2007). The path-goal theory is a pragmatic approach that the leader uses to motivate the followers to achieve the set goals.

Human most precious discovery might be "fire", as simple as it is, it provided us the understanding the night world. Other , famous, discoveries can be named as the fusion inside Sun, nuclear energy, electricity, etc. It seems likes as the world is progressing we can come to better understanding of what exactly is happening around us. With correctly using those discoveries, we somehow can raise our understanding power. However, knowledge can come with it's own type of cost.

Motivation and Leadership are intrinsically linked in the fact that one allows an easement in the process of the other. Without the ability to use the mutual relationship of leadership to influence the motivators of followers, leaders stagnate and are limited by their own inability to accomplish all that must be for real change to occur. In less Rostonian terms (that is, based on Rost (1993)), without a motivated group of followers leaders are stranded and not achieving to a level of excellence. This paper will discuss some areas of importance for motivation in leadership as well as an application to leadership theory and a discussion on personal motivators.

To fulfill the social needs path-goal theory is useful for a leader than any other theories to be successful in a management. This theory is based on emphasizing a leader 's technique and actions that fit the employee, and the work atmosphere in order to achieve a goal within an organization. Also, in an organization, for leaders it is crucial to motivating the subordinates to achieve a goal; and this theory specifically sheds a light on why it is beneficial for leaders to utilize path-goal model over other theories to achieve that goal. On the contrary, the leader-member exchange theory creates favoritism. As this theory solely based upon the interaction founded between the leaders and the followers, it shows in terms of leadership perspectives how leaders treat their followers in a collective way, by leaving the ones who disagrees with him or her. This theory exclusively focuses on utilizing the leader’s ordinary leadership approach over going above and beyond in the management setting. Although there are quite a few positive features of the leader-member exchange theory, however, it splits up the subordinates among each other by creating a rift among themselves. This happens only due to the leaders approach on it, since it is based up how a subordinate gets along with the leader. This means a group of subordinates ends up benefitting from this leadership approach and another falls behind.

In this article two main theories were used: motivation and leadership. The leadership theory has two main parts:

Path Goal Theory is a theory proposed by Martin Evans and Robert House, which is then developed by Robert House himself which suggests how leaders of any organization can be effective towards their subordinates in order to achieve organizational goals. This theory was first introduced in 1971 which was created based on Victor Vroom’s ‘Expectancy Theory of Motivation’. The name ‘Path-Goal’ itself shows that the leader should clarify their follower’s performance and remove any obstacle which comes between them and their goals. It is best when the leader focuses on each of the

Path-goal theory, originally developed by Evans (1970) and later modified by House (1971), was designed to identify a leader’s most practiced style as a motivation to get subordinates to accomplish goals, as commented by Leana Polston-Murdoch (2013). The theory builds strongly on two theories of work motivation: goal setting and expectancy theory. Goal-setting theory suggests that an effective way to motivate people is to set of SMART goals and to offer rewards if goal accomplished. Expectancy theory explains why people work hard and motivated to attain work goals. People will engage in behaviors that lead to goal attainment if they believe that their goal attainment leads to something they value, for example: increments or

House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented”. “The explanation is derived from a path-goal theory of motivation”(1971). The goal is for managers to help employees implement and to increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable them to help Kapilaco meet their goals

As an organization grows, there is a necessity to grow from generalist to specialist organization. Organization structure is all about grouping the people and the tasks in the best way, that tells them what to do and what not to do. In small organizations, there is random communication amongst people, but in large organizations communication clustering starts happening. People start clustering, communicating with people depending on their need. For example, Sales people cluster with other Sales people and Finance people communicate more with other Finance people. So, communication is maximum within clusters and there is minimum inter-cluster communication generally.

There are many theories about what motivates a person to behave in certain ways. When managing an organization it is important to understand and apply theories to keep personnel or employees productive and content. Three theories that can be applied to organizations in order to contribute to the organizational goal or mission accomplishment are: Frederick Herzberg’s Motivation-Hygiene Theory, Abraham Maslow’s Hierarchy of Needs, and John Stacey Adams’ Equity Theory.