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Source: Leadership Quaterly; Fall96, Volume 7 Issue 3, p317, 5p
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 subordinates’ works. Bass once noted that Path Goal Theory is “needs to complement only what is missing in a situation to enhance the subordinate’s motivation, satisfaction, and performance”. However, this theory hasn’t been modified and extended since House develops the theory in 1971. So, it’s not very practical and beneficial for the organizations to apply the theory into their performance.
The author of this article, Linda and Chester suggested ways that might extend the Path Goal Theory. It is a three step method which is: 1. To identify the key functions for subordinates’ motivation, performance and satisfaction. 2. Identify the key points of sources that support the goal achievement other than the leadership style, that is, the task, coworkers, professional training, etc. 3. And to predict the results of the first and second method when applied to the organizations. Refer to Appendix 3 (185 words) Reference: Organizational Behavior- 6th Edition Title: Path Goal Theory Author: Stephen P.Robbins Path Goal Theory should be in such a way that, when applied, subordinates have to accept and be satisfied with the leader’s behavior. …show more content…
According to Path Goal Theory, a leader’s behavior should be so motivational to an extent that it makes subordinates contingent for an effective performance. A leader should coach, motivate, guide, support and reward the subordinates whom successfully participated for the achievement of an effective performance.
Directive Leaders should be the ones who guides and let the followers to know what are the expected outcomes to be, schedule their works and show them how to achieve the goals. Supportive Leaders should be friendly and approachable, showing concern towards subordinates, observe them and their needs, prioritize their satisfaction to make their performance better. Participative Leaders talks and interacts with the subordinates and asks support and advice from them, includes their suggestions into decision making. While Achievement Oriented Leaders are the ones who set challenging goals and make the subordinates excited to perform their best performance.
Refer to Appendix 4 (170 words) Title: Contingency Perspective of Leadership Reference: Organizational behavior; emerging realities for the workplace revolution-3rd edition Author: Steven L.McShane; Mary Ann Glinow Path Goal Theory resembles typical servant leadership, meaning it should be flexible and insightful, provides information and support to their followers, i.e. they serve the subordinates, and not expecting their subordinates to serve them. Another example of the connection of when to apply which type of leadership behavior according to the situation is when the employees are inexperienced and unskilled, leaders are recommended to apply both directive and supportive leadership behavior. As directive leadership guides the employees to finish their tasks, whereas supportive leadership help them to get over the unfamiliar surroundings. The table below shows four contingencies of path goal theory | Directive | Supportive | Participative | Achievement-Oriented | Employee Contingencies | | | | | * Skill and Experience | Low | Low | High | High | * Locus of Control | External | External | Internal | Internal | Environmental Contingencies | | | | | * Task Structure | Nonroutine | Routine | Nonroutine | ? | * Team Dynamics | Negative norms | Low cohesion | Positive norms | ? | Refer to Appendix 5 (113 words) Title: House’s Path Goal Theory of Leadership Reference: Managing Organizational Behavior-5th Edition Author: John R.Schermerhorn Jr; James G.Hunt; Richard N.Osborn The Figure below shows the summary of major pathgoal relationships according to Robert House’s theory. Subordinates Outcomes: Job Satisfaction: Jobs leads to valued rewards Acceptance of Leader: Leader leads to valued rewards Motivational Behavior: Expectancy that effort leads to performance instrumentality that such performance is the path to valued rewards. Contingency Factors: Subordinates Attributes: 1. Authoritarianism 2. Internal-External Orientation 3. Ability Work Setting Attributes: 1. Task 2. Formal Authority System 3. Primary Work Group Leadership Factors: Leadership Behaviors: 1. Directive 2. Supportive 3. Achievement Oriented 4. Participative Findings (230 words) So, basically Path Goal Theory is a theory in which the leaders interacts with the
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 subordinates’ works. Bass once noted that Path Goal Theory is “needs to complement only what is missing in a situation to enhance the subordinate’s motivation, satisfaction, and performance”. However, this theory hasn’t been modified and extended since House develops the theory in 1971. So, it’s not very practical and beneficial for the organizations to apply the theory into their performance.
The author of this article, Linda and Chester suggested ways that might extend the Path Goal Theory. It is a three step method which is: 1. To identify the key functions for subordinates’ motivation, performance and satisfaction. 2. Identify the key points of sources that support the goal achievement other than the leadership style, that is, the task, coworkers, professional training, etc. 3. And to predict the results of the first and second method when applied to the organizations. Refer to Appendix 3 (185 words) Reference: Organizational Behavior- 6th Edition Title: Path Goal Theory Author: Stephen P.Robbins Path Goal Theory should be in such a way that, when applied, subordinates have to accept and be satisfied with the leader’s behavior. …show more content…
According to Path Goal Theory, a leader’s behavior should be so motivational to an extent that it makes subordinates contingent for an effective performance. A leader should coach, motivate, guide, support and reward the subordinates whom successfully participated for the achievement of an effective performance.
Directive Leaders should be the ones who guides and let the followers to know what are the expected outcomes to be, schedule their works and show them how to achieve the goals. Supportive Leaders should be friendly and approachable, showing concern towards subordinates, observe them and their needs, prioritize their satisfaction to make their performance better. Participative Leaders talks and interacts with the subordinates and asks support and advice from them, includes their suggestions into decision making. While Achievement Oriented Leaders are the ones who set challenging goals and make the subordinates excited to perform their best performance.
Refer to Appendix 4 (170 words) Title: Contingency Perspective of Leadership Reference: Organizational behavior; emerging realities for the workplace revolution-3rd edition Author: Steven L.McShane; Mary Ann Glinow Path Goal Theory resembles typical servant leadership, meaning it should be flexible and insightful, provides information and support to their followers, i.e. they serve the subordinates, and not expecting their subordinates to serve them. Another example of the connection of when to apply which type of leadership behavior according to the situation is when the employees are inexperienced and unskilled, leaders are recommended to apply both directive and supportive leadership behavior. As directive leadership guides the employees to finish their tasks, whereas supportive leadership help them to get over the unfamiliar surroundings. The table below shows four contingencies of path goal theory | Directive | Supportive | Participative | Achievement-Oriented | Employee Contingencies | | | | | * Skill and Experience | Low | Low | High | High | * Locus of Control | External | External | Internal | Internal | Environmental Contingencies | | | | | * Task Structure | Nonroutine | Routine | Nonroutine | ? | * Team Dynamics | Negative norms | Low cohesion | Positive norms | ? | Refer to Appendix 5 (113 words) Title: House’s Path Goal Theory of Leadership Reference: Managing Organizational Behavior-5th Edition Author: John R.Schermerhorn Jr; James G.Hunt; Richard N.Osborn The Figure below shows the summary of major pathgoal relationships according to Robert House’s theory. Subordinates Outcomes: Job Satisfaction: Jobs leads to valued rewards Acceptance of Leader: Leader leads to valued rewards Motivational Behavior: Expectancy that effort leads to performance instrumentality that such performance is the path to valued rewards. Contingency Factors: Subordinates Attributes: 1. Authoritarianism 2. Internal-External Orientation 3. Ability Work Setting Attributes: 1. Task 2. Formal Authority System 3. Primary Work Group Leadership Factors: Leadership Behaviors: 1. Directive 2. Supportive 3. Achievement Oriented 4. Participative Findings (230 words) So, basically Path Goal Theory is a theory in which the leaders interacts with the