Theories Of Leadership Styles And Job Satisfaction Among Employees Serve As Predictors Of Innovation

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

Transformational leaders have the ability to take diverse talents and viewpoints in any organization and meld them together into a cohesive, focused and highly effective force to accomplish challenging goals and objectives. The intent of this analysis is to evaluate theories of innovation and change from a leadership perspective in the first section, followed by an analysis of experiences, and finally a self-assessment of leadership skills.

For centuries leaders have been analyzed in order to determine what the traits and characteristics of a successful leader are. Leadership, as defined by Koontz and Weihrich (2008) is “the art or a process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (p. 311). Leadership plays an important role in employee’s participation, creativity, recruitment to an organization, their commitment to the organization, and productivity levels. Over the years, there have been a number of theories surrounding leadership such as the “Great Man” theory, which, according to Riaz and Haider (2010), “assumes that leaders are born and have innate qualities, therefore, leaders

The path-goal theory’s focus is on the leader’s behavior that can allow for the employees to reach personal and organizational goals. A leader’s attitude has impact on the attitude of the staff. Leaders can reward employees when goals are met which can increase employee motivation, job satisfaction and overall productivity (Schultz, 2010). This theory identifies four styles of leadership as directive, supportive, participative and achievement-oriented (Schultz, 2010).

The topic of leadership is historically one of the most widely researched when it comes to explorations of organizational behavior. The success of any institution or organization is pegged on the quality of its leadership because it is the determining factor on the pattern and speed at which it achieves its growth goals. Leaders are responsible for steering an organization toward its goal by mobilizing resources (both human and material) and maximizing their efficiency. The key deliverables for many leaders include employee well-being, teamwork, adherence to organizational processes and procedures, innovation, crisis

The contents and assignment in this course has helped me understand the various theories of leadership and how different leadership styles can have a negative or positive effect on followers and organizations. The leadership theories helped me understand the concept of leadership better because it educates me on the different leadership options that are available. Leadership and followership is not based on specific characteristics. Leaders must draw from things and approaches to find the right style. A follower’s attitude determines the way a leader leads. According to Johnson (2011) “Being a good follower means ensuring your boss is supported, but only if he is making optimum decisions”.

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

major problem leadership research and has been lack of agreement about which theory behavior categories are relevant and meaningful. It is difficult to integrate findings from five decades of research unless the many diverse leadership behaviors can be integrated in a parsimonious and meaningful conceptual An emerging solution is a framework. hierarchical taxonomy with three metacategories (task, relations, and change behavior). Confirmatory factor analysis of a behavior

An effective leader influences their employees in a desired manner to achieve goals and objectives. Different leadership styles can affect an organization’s effectiveness and performance. The objective of this paper is to analyze the review of literature on various leadership styles over the past years and how effective and ineffective different leadership styles are in the workplace.

Dixon and Hart (2010) conducted a study among full time white and blue collar workers in a multinational manufacturing located in a Unites States firm to assess the effect of path-goal theory on work group effectiveness, and to determine the relationship between the various types of path-goal leadership styles and turnover intention. Participants were drawn from various sections of the company including production/ manufacturing, distribution, logistics, technology, cleaning, painting and recycling in other to have a good representation of the employees. The study utilized the Perceived Leadership Behavior Scale, Perceived work group effectiveness scale and turn over intention scale to measure the variables. The results showed that there was a positive impact of path-goal leadership styles on work effectiveness. The types of leadership styles tested were instrumental, participative, and supportive with the instrumental having the highest correlation with work effectiveness; followed by participative and lastly supportive leadership. The study also revealed that a negative correlation existed between instrumental and participative leadership and turn over intention; while

This journal article on the path-goal approach theory is a study that carefully examines the rapport and connection amongst leaders and followers job expectancies. This model designed by House (1974) addresses the directive, supportive, participative and achievement –oriented components of leadership and subordinates. Additionally, it studies the conduct and character of leaders while investigating situational contingences that transform those behaviors. Therefore, the leader’s role in this model is to ensure that they provide guidance and support while demonstrating behavior that is motivational by inspiring followers to work diligently to achieve organizational goals that were carefully outlined to facilitate success. Hence, the purpose of this study was to test the validity of the path-goal theory with reference to expectancy theory. Conversely, it revealed that cellular companies gives adequate powers to its managers to offer incentives to individuals performing at high levels. However, a weaker relationship between the leader conduct and the followers’ job expectancy was the outcome. One exception noted was that of supportive leader behavior which was revealed at the conclusion of the study. Subsequently, the behavior of the leader had a tremendous impact on outcome. Leaders must assist subordinates throughout the path by eliminating road blocks along the way. The primary function of the leader in this research was to motivate subordinates and increase payoffs

Research findings on Robert House’s Path Goal Theory are basically on the relationship between the leader’s style of leadership and the outcomes of the

Behavioral theory promotes the value of leadership styles with an emphasis on concern for people and collaboration. It promotes participative decision making and team development by supporting individual needs and aligning individual and group objectives. Behavioral Theories of Leadership, also known as “The style approach to leadership” focuses on the behavior of the leader and what leaders do and how they act. Learn about the two general kinds of behaviors; task behaviors and relationship behaviors and advantages of this approach to leadership. Learn more about this theory of leadership. What are Behaviors? Behavior is the range of actions and mannerisms made by organisms, systems, or artificial

Overall, the path-goal theory, path-goal theory of leader effectiveness, or path-goal model can be considered as a variant on Transactional Leadership Theory, where the leader clearly is directing activity and the only factor that varies is the manner in which this is done. There are some aspects of Contingency Theory, as well, where various means of application vary with the situation. The leader sees a path that needs to be tread, one leading to the accomplishment of a goal and she or he attempts to clear it and get the group members to tread on it. The leader may cajole command, reward or punish, get suggestions from the group, or sugar coat the tasks, if necessary, but it is clear that democracy is not the hallmark of this method. The Path-goal of Leadership Effectiveness was created to rectify prior research and anomalies resulting from empirical investigations of the effects of leader/task orientation and leader/person orientation/relationship on worker satisfaction and performance (House 1971).

leadership styles and its sub-scales have a significant role in job satisfaction. These results were consistencewith previous research results that doing in this field.