path goal theory
DESCRIPTION
Theory of leadershipTRANSCRIPT
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Leadership Theories
Part 1- Path Goal Theory
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Path Goal Theory
Developed by House and Dressler (1974).
Based on Expectancy theory of motivation.
Views manager as coach or guide to workers to choose the best “path”.
Provides cognitive(intellectual) approach to understanding motivation.
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What should leaders do?
(according to this theory)Engage in different types of leadership behavior depending on the nature and demand of a particular situation.
Ensure that follower’s goals are congruent with the organization goals.
Help employeees reach personal & organizational goals by pointing out paths they should follow and providing them means to do so.
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What traits of followers can
affect the impact of leaders on
them?Authoratative
Systematic
Visionary
Persuasive Energetic
Calculative
Dutiful
Enterprising Inquistive
Innovative
Initiator
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According to locus of control
Personal efforts
Decision making skills
Internals
Luck
Destiny
Externals
Facto
rs
affecting
results
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4 Leadership styles
Directive
Supportive
Participative
Achievement-oriented
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Directive Leadership
Task oriented behavior
Tells subordinates what they are expected to do, how and when.
Includes: developing systems, procedures, rules and regulations, et al.
Example????
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Supportive Leadership
Shows genuine concern and support for subordinates.
Courteous and friendly interactions, enquires about the well-being, and needs, approachable, discusses.
Relation-oriented behavior
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Participative Leadership
Creates environment of trust, engages subordinates in consultations, and encourages their participation in decision-making.
Shares work problem with team and takes suggestions
Evaluates the suggestions and accept/reject, taking followers in confidence.
Example???
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Achievement-Oriented Leadership
Exhibits both demanding and supporting interactions
sets challenging goals for subordinates
Involves them to improve performance
Drives them to improve performances.
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Interesting Combinations
Locus of control Leadership style
Internal Participative
External Directive
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Application based on situation
Newly formed team
Directive (what and how to do
it)
Reduced role
ambiguity
Higher Effort &
Satisfaction
Substandard Performance(no
rewards for performance)
Directive (makes reward available and contingent
on performance)
Clearer performance-to-
reward links(increased
valence)
Higher Effort & Satisfaction
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Question: How do you think you can
use this theory when you are leading
a team?Thank You!!