Path-goal Theory leadership style is relevant to our organization. Path-goal theory emphasizes on the ability and commitment of the leader to provide employees with the psychological and technical support, as well as the information and other resources that are required to complete the tasks. This model of leadership is also known as contingency theory because it consists of contingencies on leadership styles, followers, situation, and the rewards to meet the follower’s needs (Gregg, 2018).
Image from: Marketing91. Available: https://www.marketing91.com/path-goal-theory/
Path-goal theory suggests that there are several classification of leadership behaviors that the leaders may adopt. These leadership styles or behaviors include directive, supportive, participative, achievement-oriented, networking, and values-based.
Firstly, directive leadership style is when the leader clearly stated the goals to be achieved and what are the steps to be carried out in order to reach the goal. In order to ensure the followers to achieve the goals, rewards, discipline, and punishment are clearly implemented within the organization. The nature of the work is usually task oriented. This type of leader usually tells subordinates exactly what they are supposed to do. Leaders behave in the way of planning, making schedules, setting up performance goals and behavior standards of their subordinates, and stressing a lot on adherence to rules and regulations.
Next, supportive leadership style shows concern for the subordinates’ well-being and personal needs. This form of leadership is more open and friendly, approachable, and the leader creates a team climate and treats the subordinates equally. This leadership style will provide a supportive and enjoyable working environment. By applying this leadership style into a firm, the employees may feel the leaders are being supportive and be given a much enjoyable working environment in the office. This is essential to cultivate the interest in work and also to allow them to have a better working quality and environment as they will be facing greater challenges in the coming days sooner or later.
Furthermore, participative leadership style consults with subordinates on the decision-making. This type of leader asks for opinions and suggestions, encouraging participation in decision making, and meeting with subordinates in the workplace. This type of leader actively seeks participation of their subordinate while making a decision pertaining to a related issue. Participative leadership style can encourage the legal executives to provide more inputs and opinions during the discussion in the workplace which will open up more opportunity to have greater suggestions while making any decision or performing tasks.
Moreover, achievement-oriented leadership sets clear and challenging goals for their subordinates. This type of leader stresses on high quality performance and also looking forward for improvement over current performance. They expect their subordinates to put in highest commitment to excellence both at a personal and organizational level. Other than that, they believe that work should be challenging so that people will strive toward achieving these goals by assuming responsibility. Any leadership position in the firm will need to demonstrate achievement-oriented leadership. Achievement-oriented leadership plays a vital role in this situation.
In addition, networking is also another form of leadership under path-goal theory. This type of leader will be well versed in playing the political power games to acquire resources, to achieve goals, and to create and maintain positive relationships. By applying a networking leadership style in the legal firm, we can realize that Networking is important for any position in the legal firm.
Last but not least, path-goal leadership also consists of values-based leadership style. This type of leader is possessed with the skill to create, share and inspire vision, in order to lead the organization and their followers to be guided by the vision and values in order to achieve the vision. The founder of the firm has communicated this vision to each and every person working in the firm. The founder exercises his leadership to share and inspire all the colleagues in the firm to be aligned on this vision. In short, this leadership style of values-based requires the leader of the firm to regulate and inspire the subordinate to deliver their services in accordance to the vision.
In conclusion, these leadership styles discussed above are not considered as ingrained personality traits to be the leader, as it is just the reflection of the types of leadership to be adopted depending on the situation before them.
Such path-goal theory suggests two different situational contingencies such as the personal characteristic of the group members, and the work environment.
Personal characteristics of the group members mean that the leadership styles to be adopted based on the character of the subordinates.
If the subordinate requires more motivation, then supportive leadership style is required, whereas if the subordinate needs clear direction, then directive leadership style is suitable. The work environment means that the leadership styles to be adopted also rely on the task beforehand and whether such leadership style is suitable to complete that task.
Comments