The Four Styles Of Path-Goal Theory Of Leadership

One form of a contingency approach to leadership is the Path Goal Theory, formed by Robert House. This theory states that it is the leader’s responsibility to define their organization’s goal, define the path to achieve that goal, and to remove obstacles which prevent the attainment of these goals, by increasing their subordinates’ motivation by clarifying the behaviors necessary for both personal and organizational goal attainment (Landrum & Daily, 2012).

I am a participative leader but at the same time I am also a delegative leader. Delegative leadership is a style in which most decisions within the group is not made by the leader but instead it is created by the group members. As a leader I believe that there are still things that I do not know or skills that I further need to enhance or improve, that is why I delegate some of the task to the members of the group whom I believe can perform better, who is knowledgeable and trustworthy to make the right decision based on the situation. Delegative leadership is also known as a Laissez Fair which is a hands-off approach. This

Path-goal theory emphasizes the association between the style of a leader and the features of the subordinate and the work setting. Path-goal theory can be break down in smaller units. After dividing it in smaller units, we can discuss Donald Trump’s leadership approach according to path-goal theory more effectively. Moreover, these smaller units are Leader behavior (Directive, Participative, Achievement Oriented and Supportive), characteristics of a subordinate, task characteristics and motivation.

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

The path-goal theory states that it is the leader’s job to provide support to get the employee towards achievement of their goals (Robbins & Judge, 2009, p. 397). You made a specific reference to reducing the roadblocks that are in the way of goal attainment. At work I try to make it fun to work. It is important to respect employees’ likes and dislikes. Leader behavior should be directed to

A Participative Style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect. In my environment from my military service to my post military endeavors, there is a quote that highlights the way my relationship with my fellow associates, co-workers and generally anyone that I meet:

Participative Leadership: This approach is best suited when the leaders believe in-group discussion and focus on mutual participation. This approach is also best when followers in the team or in a group are expert and their advice is both needed and they expect to be able to give it (Dessler, G.

According to How to Find Out Your Style of Leadership (n.d.), participative leadership is also called democratic or consulting leadership, the example which How to Find Out Your Style of Leadership (n.d.), used is Nelson Mandela. This kind of leadership includes building consensus through participation, but the leader makes the final decision after the team has given ideas through the decision-making process. Also, according to How to Find Out Your Style of Leadership (n.d.), a participative leader asks opinions from their teams and uses those opinions to make decisions in the future. Also through this process, the team is kept informed and encouraged to come to the leader and discuss or propose changes they think should be made to the policy. This kind of leadership isn’t a sign of weakness; it is a sign

In an article entitled, Applying the Path-Goal Theory in Leadership Online Training Courses (2016), Christopher Pappas recognizes the need for leaders to be strengthened in their efforts to become versatile as relates to “motivating, supporting, and inspiring their subordinates” (p. 3). The article discusses the role of an effective leader, and the areas the leader should focus on such as motivating employees to achieve goals, overcoming challenges, and obtaining rewards for accomplishments. Additionally, Pappas reiterate leadership styles and variables that are imperative in an organization and recommends online training that include the path-goal theory in order for managers to be successful in guiding employees and providing the structure

During the predominant leadership roles research, I have determined that I have a participative leadership personality. I have always had a sharing or open to suggestions attitude but working in this type of environment, enhanced the participative personality. A participative leadership style is an organization’s consensus aspect to meet goals (Salahuddin, 2010, p. 2). Participative leadership is a type of management that allows staff members to provide recommendations and input on decision making. It is important to me that management is aware of the strengths and weakness of the employees that they manage. The input provided by staff should be educated and not just random thinking. When using the participative leadership style, management and staff will develop a trusting rapport. I liked being able to share my ideas and the ideas of my team with upper management. Brody and Nair highlights that “participative leaders emphasize relationships and that

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.

The key strengths of participative leadership style are increased productivity and job satisfaction. When employees are afforded an opportunity to be involved in the organization’s decision making process, they are likely to develop a strong sense of commitment to the organization as well as increase their performance. Job satisfaction is another key strength of this leadership style. Most employees display high levels of job satisfaction when they notice their suggestions and/or recommendations are taken seriously and in some instances implemented within the organization. Additionally, this

According to the path-goal theory the leader’s role is to motivate followers to follow a path towards a goal

Leadership has been studied from a wide range of perspectives and thus it means different things to different people. Some people view leadership as the focus of group processes, some others view it from a personality or skills perspective, to some others leadership is an act or behavior, some school of thought describe leadership in terms of power relationship while some view leadership as a transformational process (Northouse, 2012). Looking at the various definitions of leadership, there are various terms that are important; including the fact that leadership is a process that involves influence and the attainment of a common goal, and usually occurs in the context of a group (Northouse, 2012). The path-goal theory is one of the

3. Participative Leadership: This style of Leadership behavior gives a better outcome when the subordinates believe that they control their own destiny i.e. internal locus of control.