Path-Goal Theory Approach AGED 3153

~ Marian Anderson Leadership should be born out of the understanding of the needs of those who would be affected by it.

Overview Path-goal theory approach perspective Conditions of leadership motivation Leader behaviors Subordinate characteristics Task characteristics How does the PGT approach work?

Path-Goal Theory Explains how leaders can help subordinates along path to goals selecting specific behaviors best suited to subordinate needs and the situation Centers on how leaders motivate subordinates to accomplish designated goals

Path-Goal Theory Based on research about motivation Premise – expectancy theory Subordinates will be motivated if they believe: a.they are capable of performing their work b.their efforts will be rewarded c.the payoff will be worthwhile Challenge

Path-Goal Theory (s) (Productivity) Subordinates Obstacle(s) Effective Path-Goal Leadership Defines goals Clarifies path Removes obstacles Provides support

Path-Goal Theory Complex Best understood by identifying large components Motivation Leader behaviors Subordinate characteristics Task characteristics

Task Characteristics Motivation Goal(s) (Productivity) Subordinates Subordinate Characteristics Leader Behaviors Directive Supportive Participative Achievement-oriented

Conditions of Leadership Motivation Leadership generates motivation when: It increases the number and kinds of payoffs Path to the goal is clear and easily traveled with coaching and direction Obstacles and roadblocks are removed The work itself is personally satisfying

Leader Behaviors Leader gives instructions about task Including expectations How it is to be done Time line Leader attends human needs Friendly Approachable Treated equal Leader invites sub. to share in decision making Consults Obtains ideas/opinions Integrates suggestions Leader challenges sub. to perform Highest level Seeks continuous improvement Confident in sub. capabilities

Subordinate Characteristics Determine how a leader’s behavior will be interpreted by subordinates in a given context. Characteristics to determine satisfaction Need for affiliation Preferences for structure Desires for control Self-perceived level of task ability

Subordinate Characteristics Need for affiliation Friendly and concerned leadership is a source of satisfaction Internal locus of control Subordinates feel in charge of their work Makes them integral part of decision-making process High expectations & need to excel In ambiguous task situations, subordinates feel their efforts will result in effective performance

Task Characteristics Design of subordinates’ task Organization’s formal authority system Primary work group of subordinates

Task Situations Requiring Leader Involvement Unclear and ambiguous Leader needs to provide structure Highly repetitive Leader needs to provide support to maintain subordinate motivation Weak formal authority If formal authority system is weak, the leader needs to assist subordinates by making rules and work requirements clear Non-supportive/weak group norms Leader needs to help build cohesiveness and role responsibility

Path-Goal Theory Matrix Directive Leadership Dogmatic Authoritarian Ambiguous Unclear rules Complex Supportive Leadership Unsatisfied Need affiliation Need human touch Repetitive Unchallenging Mundane & Mechanical Participative Autonomous Need for control Need for clarity Ambiguous Unclear Unstructured Achievement Oriented High Expectations Need to excel Ambiguous Challenging Complex Leader Behavior Group Members Task Characteristics

How does the path-goal theory work?

What are the strengths of the path-goal theory?

What are the weaknesses of the path-goal theory?

How do you use the path-goal theory?