Leadership And Motivation Theory Connection

Path-goal leadership is a theory that leaders motivate followers to achieve a certain objective (Wolinski, 2010, p.2). GreaterGood is showing the world that organization do not have to

employee what needs to be done and how much effort will need to be made.

The theory I chose to analyze and discuss is Path Goal. The Path Goal theory generally is about how a leader motivates subordinates to accomplish designated goals.The main focus on the Path Goal theory is to define the goals, designate the path that you are going to take, remove and overcome any obstacles that may arise and finally provide support. The main components of Path Goal Theory consist of leader behaviors, subordinate characteristics and task characteristics. Leadership behaviors are comprised into four components: directive, supportive, participative and Achievement oriented. Directive leadership is when a leader sets clear standards of performance and makes the rules and regulations clear to subordinates. Supportive leadership consists of being a friendly and approachable leader. In case a staff member needs your assistance they can come to you with no hesitation. Participative leadership is when the leader allows for input from subordinates and is not focused solely on their ideas. Last, achievement orientated is when a

Goals and incentives arestructured to drive high performance, while providing opportunity for employee’s personal and professional growth. There are four key elements/characteristics a transformational leader should possess:1) Charisma /Influence: This element provides purpose and vision for the followers; it also serves as a mode for high ethical behavior to instill pride, respect, and trust.2) Individualized consideration – This emphasize on the degree to which the leader attends to each follower's needs, acts as a mentor or coach to the followers and listens to the follower's concerns and needs. The leader gives the support, keeps communication open and places challenges before the followers. It helps maintain the follower’s will and aspirations for self-development and intrinsic motivation for completion of assigned tasks.3) Intellectual stimulation – This enhances rational thinking, the degree to which the leader challenges assumptions take risks and solicits followers' ideas. This leadership style stimulates and encourages creativity among followers. It places emphasis on learning and sees unexpected situations as opportunities to learn. Therefore, followers think deeply about things, ask critical questions, and figure out better ways to execute their tasks. 4) Inspirational motivation – This is the degree to which the leader articulates a vision that is appealing and inspiring to followers. It explains how: purpose, expectations, and goals are communicated. Leaders with inspirational motivation challenge followers with high standards, future goals, and provide meaning for the task at hand. Followers must have a strong sense

Path Goal Leadership is a theory that states that a leader's behavior is contingent to the satisfaction, motivation and performance of her or his subordinates. This is to say, a leaders behaviors will directly influence those of the people below him or her. Additionally, a leader is responsible for providing the information, support and resources necessary for employees to complete tasks. It is broken up into 4 styles. (McShane, Steen, 2012, p. 335). The first style related to this theory is directive path goal leadership. This involves a leader carefully and with detail informing employees what it expected of them, and how to carry out and perform these tasks. This is most successful when tasks are not routine, and guidance is often needed to work

This is an introduction to the Path-Goal Leadership Questionnaire, introduced in Chapter 6 of the textbook “Leadership: Theory and Practice” by Peter Northouse, a set of questions, designed to measure a leader’s path-goal style of leadership, or their ability to assess and meet the needs of the follower (Northouse, 2016). Developed by House & Mitchell (1975), the path-goal theory is built upon the expectancy theory of motivation, charging leaders with the duty of understanding the goals of the follower, and offering rewards in line with those goals (Northouse, 2016). The following is a brief summary of the resulting score of the questionnaire at the end of Chapter 6 of this textbook, and, a short assessment of the results.

First, they should prioritize the tasks. Second, they should assess the employee’s skill and motivation. Third, the leaders should decide on the leadership style they are choosing to use either a directing approach, a coaching approach, and supporting or observing approach that best fits the position. Leaders may have to use a mixture of these styles to deal with the diverse group of followers. The path-goal theory advises that leaders take into account their employees' skills before delegating the responsibilities, convince employees of their abilities to accomplish the assigned tasks and reward those who exceed expectations. An example of this theory is done through empowerment that is achieved by

Motivational leadership is the second short-term SMART goal I would like to improve. In the continuously changing food industry, it is essential to have motivational leadership skills. Many obstacles and challenges arise in the food industry and having the ability to motivate a team to look at these changes as positive transformations take special skills. Especially working with individuals who do not handle change well. I will start my development of this skill by making weekly deposits of encouragement with the people I work with. I will set aside 15 minutes each Monday morning to recap the highlights of the previous week to give positive feedback. With this recap, I will set clear objectives for the current week to provide opportunities for success, which in turn, will motivate people when tasks are accomplished.

There are 5 major leadership styles for various organizations. A military organization is known for its unbending adherence to order and regimen. This should not be compromised in the exercise of military function. Recently, the traditionally male sector has been admitting more women to upper ranks. One such woman was Teresa King, the first to be appointed head of the Army's Drill Sergeants School at Fort Jackson in 2009. She was well trained for the position, although she did not expect it. Two years later, she was suspended for reasons still under investigation.

Path-Goal theory is a situational leadership approach developed by House and Mitchell (1974). It focuses on how leaders motivate followers to accomplish goals and enhance performance and satisfaction. The leader in Path-Goal theory helps the followers

The military has always thrived on leadership; it has been the core of this organization and the foundation that sustains it. Studies on organizational culture and leadership effectiveness have continued to gain popularity in recent years. Wong (2003) stated that long before leadership became a topic of discussion in the corporate, academic, or even public realm, militaries have been enamored by leadership. Leadership in the military has always been held in high regard. A leader is anyone who by virtue of assumed role or assigned responsibility inspires and influences people to accomplish organizational goals Yet, in recent years, an ever increasing style of leadership has emerged; toxic leadership. With military officials gaining negative attention, the Armed Forces determined that there needed to be an army-wide removal of toxic leaders and implementation of training that focuses on a new leadership style; effective leadership.

The Expectancy Theory of Motivation explains the factors or the levels of which employees are motivated. There is a direct correlation of an employee’s trend to act in a scenario is dependent on the expectation the act will render. There are three key components and relationships in the expectancy theory. Effort-performance, Performance-reward, and Rewards-personal goals relationship are the three factors that define this correlation. These three will be discussed in detail accompanied by a proposed application for the given scenario.

In contrast, the Hickson Strategic Contingency Theory de-emphasized personality as a determinant and primarily focused on problem-solving abilities in defining effective leadership skills (Helkio & Tenhiala, 2013). The Path-Goal Theory of Leadership identifies four types of leader behavior; supportive (relations oriented), directive (task oriented), achievement oriented, and participative leader behavior (Seyranian, 2012). In addition, the Path-Goal Theory also identifies follower characteristics and task characteristics. The Path-Goal Theory predicts supportive leadership behaviors may increase the followers’ interest in accomplishing the task and further encourage the followers’ expectations in meeting organizational goals (Seyranian, 2012). In situations of a vague or complicated task, directive leadership behaviors could increase a followers’ positive expectations in attaining the goal (Goswami, Li, Beehr, & Goffnett, 2014; Seyranian, 2012). According to Huhtala and Parzefall (2007), a supportive work environment, as demonstrated by the Path-Goal Theory of leadership, positively influences employee innovativeness. While Garcia-Morales et al., (2012) affirmed that a collaborative, supportive, and participatory leadership style is more likely to encourage innovation within the organization.

The Path-Goal Theory in leadership development is related to achieving goals. In a research article by Mind Tool (1996-2015) it states that the theory was developed by a psychologist named Robert House in 1971, and updated in 1996. The theory presents a method of helping achieve goals based on what you want to accomplish and the organization’s current situation. The author argues that this theory can be used in four types of leaderships. First, supportive leadership in a way that focus on relationships by showing sensitivity to individual team members and considering their best interest. The author maintains that the support works best when the tasks are repetitive or stressful. Secondly, directive leadership meaning communicating goals, and expectations as they are distributed to subordinates. Directive leadership works best when the task is unstructured or complex. Thirdly, participative leadership, which work best when team members are experienced and their expertise and decision are considered before making decisions. Fourthly, achievement-oriented leadership which alludes to setting goals for the team and maintaining high standards for everyone. The best result is when a member are unmotivated or unchallenged in their work. It appears that all of the theories and model mentioned have a significant impact on

Leadership can be viewed as many different things whether it be a trait, skill, or something that someone may just be born with. One thing for certain is that whether you have this characteristic or not, we will always need leadership figures. Some people are just followers their whole life and don’t get the chance to be leaders. Leaders come in many different forms, approaches and they all have different styles. I chose a career that can helped me get into a leadership position throughout time, therefore developing my own style by absorbing a combination of traits and approaches.