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Path-Goal: creating a shared, common objective or eyesight and following through to reach the target or eyesight by identifying the best route * defines goals, explains path, removes obstacles, provides support * designed to describe how market leaders can help subordinates along the path to their desired goals by selecting particular behaviors which might be best suited to subordinates’ demands * theoretically, it provides a set of assumptions about how precisely various leadership styles interact with characteristics of subordinates and the work setting to affect the motivation of subordinates; used, it provides way about how frontrunners can help subordinates to accomplish their particular work in an effective manner 2. positive highlights of the path-goal theory * provides a useful theoretical structure for focusing on how various leadership behaviors affect subordinates’ fulfillment and function performance 2. it attempts to integrate the motivation principles of expectancy theory into a theory of management * provides a very practical style – that underscores and highlights the key ways leaders help subordinates * reasonably straightforward – an effective innovator has to tackle the demands of subordinates * supplies a set of basic recommendations based upon the characteristics of subordinates and tasks for how frontrunners should work in various circumstances if they would like to be effective; that informs all of us about when to be savoir, supportive, participative, or success oriented 2. leaders should certainly adapt their styles to the situation as well as to the motivational * a leader must properly assess the subordinates and their tasks, and then choose an appropriate command style to match those attributes * needs of their subordinates, as well as utilize not only among the leadership characteristics, but a variety of them 5. Directive Leadership: characterizes an innovator who offers subordinates guidance about their process, including what is expected of them, how it is to be done, plus the time line pertaining to when it must be completed 2. a enquete leader sets clear criteria of efficiency and makes the rules and rules clear to subordinates 2. Supportive Command: consists of staying friendly and approachable being a leader and includes focusing on the well-being and human needs of subordinates * market leaders using supporting behaviors go out of their way to make function pleasant for subordinates; additionally , supportive commanders treat subordinates as means and give these people respect for their status 5. Achievement-Oriented Management: characterized by an innovator who challenges subordinates to execute work at the best level conceivable * The best establishes an increased standard of excellence for subordinates and seeks constant improvement * In addition to expecting a whole lot from subordinates, achievement-oriented commanders show a top degree of self-confidence that subordinates are capable of developing and achieving challenging goals * Subordinate Characteristics: determine how a leader’s behavior is viewed by subordinates in a given work context * Analysts have aimed at subordinate’s demands for association, preferences to get structure, needs for control, and self-perceived level of process ability 2. these qualities and many others determine the degree where subordinates find the behavior of your leader an immediate source of satisfaction or a key component to some future satisfaction 2. needs to get affiliation – prefer supporting leadership because friendly and concerned leadership is known as a source of fulfillment * needs for control – path-goal theory suggests that for subordinates with an indoor locus of control participative leadership is quite satisfying because it allows them to feel in charge of their operate and to always be an integral part of decision making * subordinates perception of their own ability – as subordinates’ perception that belongs to them abilities and competence goes up, the need for enquete leadership falls Social Change: change intended for the common very good; individual, group, and societal values will be fundamental to improve * courses the design of a leadership advancement program that emphasizes clarification of principles, development of self-awareness, ability to trust, capacity to pay attention and serve others, collaborative work, and alter for the regular good * basic idea is that principles demand a conscious focus, that leadership ought to bring about desired social change, that command is a procedure and not a posture, that all pupils are potential leaders (principle of inclusiveness), and that assistance is a effective vehicle for developing frontrunners * these types of premises differentiate this model by earlier theories as it does not focus on the development of command skills 2. includes learning, developing, and implementing core values, the Seven Cs of Cultural Change, which are required in individual, group, and community leadership 5. Personal/Individual Values- * Intelligence of Home: means understanding of yourself, or perhaps self-awareness; it is awareness of the values, feelings, attitudes, and beliefs that motivate that you take actions * Congruence: thinking, feeling, and acting with regularity, genuineness, credibility, and honesty toward other folks; consistent with all their most deeply held beliefs and croyance * Commitment: implies depth and period in relation to a person, idea, or activity; requires a significant involvement and investment of self in the object of commitment in addition to the intended outcomes; it is the energy that drives the collective work; essential to achieving change 5. Group Values- * Collaboration: a central value in the model that views command as a group process; increases group effectiveness as it capitalizes for the multiple talents and viewpoints of each group member, using the power of that diversity to create creative solutions and activities * Prevalent Purpose: builds up when people work with others within a shared group of aims and values; shared aims help group people engagement in collective studies of the concerns and the job to be carried out; best obtained when most members from the crew build and share in the perspective * Controversy with Calmness: recognizes two fundamental facts of any group efforts: first- differences in viewpoint will be inevitable and valuable, second- such differences must be aired openly and with admiration and good manners; disagreements deliver valuable views and data to the ordinaire group, yet eventually have to be resolved 2. Societal and Community Benefit * Citizenship: names the procedure whereby the self can be responsibly connected to the environment plus the community; that acknowledges the interdependence of most involved in the management effort; recognizes that successful democracy requires individual responsibility as well as individual rights Situational: consists of using distinct types/styles of leadership for specific times which change and are decided buy each situation; made of directive and supportive habit * determination is key Sources: Northouse, Philip Guy. Command: Theory and Practice.
1000 Oaks: Sage Publications, 2010. Print.
