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The Path Goal Theory

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The Path-Goal Theory
The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization. The biggest obstacles could be for the leader to identify …show more content…

The idea is that a leader needs to develop as many high-quality relationships as possible to achieve the set goals. Good relationships will increases peoples sense of job satisfaction and develop ownership of goals and problems. Through good rapports productivity can be increased, organizational goals can be achieved, this is possible because of good teamwork and investment of the employee in the company. Within the LMX theory there are two groups, the in- and the out-group. In-group member are part of the inner circle from the leader, there have more responsibilities and the leader is trusting this group more to achieve goals as there are set by the leader. The out-group is the outside group, members of this group have not the trust of the leader, will not be assigned more responsibilities and are managed more formally. The theory focuses on the relationship with the leader and each employee(Northouse, …show more content…

Both of them had clear goals and expectations of their players, to win the game. This is evident by both coaches lifetime career and total wins. They both set high standards that their players were expected to meet. Each team was put through a series of drills and practices to prepare them and help build their confidence to succeed. Coach K. believed in practicing heavily drills and skills. He had all his players analyze their game and strategies(S. Snook,L.Perlow and B.Delacey, 2005). Whereas Coach Knight mostly drilled his team very hard and was verbally abusive when training was not performed to his standards. The ability of both coaches to use achievement-oriented leadership contributed to their success(Snook, Perlow, and DeLacey, 2005). Each coach challenged and set high standards for their players. Each coach raised the confidence of their players to achieve their goals. The achievement-oriented leadership demonstrated by each coach helped motivate the players to want to succeed. This showed the integration of supportive, achievement, directive and participative path goal leadership style. It is important as a leader to be flexible between each style to achieve the maximum positive outcome as proven by both

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The legacy of basketball coach John Wooden has managed to influence many team players and coaches around the world. During Wooden’s legacy from being a basketball player at Martinsville High School to being a star basketball coach, Wooden became one of the greatest and “was inducted into the Naismith Memorial Basketball Hall of Fame [in 1960]” (UCLA Years ; 2). Because of John Wooden’s incredible legacy, he has influenced many coaches and players around the world for years, giving them many ideas and strategies to truly be the best of the best in the sporting industry. John Wooden’s legacy has brought such an impact and has influenced any coaches and teams.

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Goal setting theory is the idea that goals are the main drivers of intensity and persistence of effort. By setting specific and difficult goals the team will have a better outcome. Coach Brooks is great at setting goals and pushing his team to achieve them. For example, Coach Brooks tell the newly formed team “the final roster will have 20 names on it so more of you are going home. Give 99% and you’ll make my job very easy.”

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The first domain in the Florida Principals Leadership Standards, Student Achievement, is divided into two separate Standards. The first standard is about Student Learning Results and achieving previously set standards. Out of the many leadership styles that were discussed in class, I felt that the path-goal theory fit the purpose of this standard the best. The implementation of path Goal-theory begins by identifying the objectives to be reached as “The school 's learning goals are based on the state 's adopted student academic standards and the district 's adopted curricula” (“The Florida Principal,” n.d.). My job as a leader would then be to clear out any foreseeable, and unforeseen obstacles so that my pupils can achieve success as

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This theory makes the dyadic relationship between leaders and followers the focal point of the leadership process. Path-Goal Theory. This approach emphasizes the link between the leader, followers’ behaviors, and that of the organization, making the path clear to promote a satisfying work environment. Authentic Leadership Theory. This approach focuses on the interpersonal process that emerges from the interactions between leaders and followers.

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These theories over time led to the path goal theory specifies which leader

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Why has Joan’s group become a part of the out-group of the organization while Tom’s group is a part of the in-group? In-groups and out-groups are based on how well the subordinates work with the leader and how well the leader works with the subordinates. Along with this, there is a social aspect to decide which group you will become a part of. Like, if you have more in common with the leader personality wise there is a much greater chance that you will be a part of the in-group. Also, the more the subordinate is involved in the organization and how willing they are to dedicating more time to the leaders goals, the subordinate is more likely to become a part of the in-group.

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This requires both a hopeful optimism and tenacity. One who is willing to work hard may expect ideal results, while one who exerts minimal force may anticipate a desolate outcome. With a goal in mind, a leader must execute his or her plan with persistence, patience, and punctuality. As a team leader, I would introduce the goal, then express the requirements to employ the plan. I would then listen and consider all suggestions given to me.

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When the team’s performance expectations are met, there should be rewards and recognitions so as to encourage them to continue their great performance. Nonetheless, since performance is link to remunerations, team members might feel competitive and hence resort to unethical ways in order to achieve their targets. Alternatively, attending leadership training to improve leadership skills and to upgrade the current skills can be done. With that, the manager will have the knowledge on how to communicate, guide and motivate his team to achieve their goals.

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Moreover, the performing phase taken at face value goes much further than to imply that a team is simply just playing the game. Any individual on a team can perform, but the success of a team is determined by its ability to perform efficiently as a group. This idea seemed to form the basic message that the “Building a Cohesive Team” video was attempted to construe. Further, the author of that video also stressed the importance of competent leadership and the role it serves in forming an effective and cohesive team. With respect to a sports team, leadership roles are quite diverse, albeit the head coach remains at the top of the chain.

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Case 6.1 Three Shifts, Three Supervisors 1. Based on the principles of path-goal theory, describe why Art and Bob appear to be less effective than Carol. Carol leadership style of Participative matches up well with the task characteristics of the followers on her team. Unfortunately, Art and Bob leadership skills are not matching well with the needs of their team. Art is currently being Directive but his team needs Supportive and Bob is Supportive but needs to be more Achievement Oriented.

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Among other things, it predicts that directive leadership is effective with ambiguous tasks, that supportive leadership is effective with repetitive tasks, that participative leadership is effective when tasks are unclear and subordinates are autonomous, and that achievement-oriented leadership is effective for challenging tasks. By taking the Path-Goal Leadership Questionnaire, I know that which way suit me to lead my followers. In my case, I score 27 in participative, which is the highest of four options. As a participative leader, I do reference the suggestions from the followers for making decisions sometimes but not always. Sometimes the leaders’ behaviors depend on the characteristic of the subordinates and tasks.

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These leaders are more qualified as they need to be patient in teaching and building a good relationship with their employees. How well a manager does and how well he is being used to the fullest depends on the situation he is placed in. In path-goal theory, it is stated that leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals, and by increasing the number and kinds of rewards available

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Sports leaders have position power over all players. However, the role of a sports leader is much more encompassing than being a good judge of a player’s ability. This implies that a leader should treat each player with the respect he/she deserves. Moreover, different leadership techniques apply to different players. As is the case with workers of varying strengths and weaknesses, sports leaders also need to flex their leadership style and practice the teachings of situational leadership.

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