In the work place we can implement the Path-Goal Theory can help leadership and followers complete their task in a more positive way. Path-Goal Theory is about leaders having the ability to motivate their followers to accomplish goals. It focuses on performance, satisfaction, and motivation of the followers (Northouse, 2013). This theory was development in the 1970s and multiple researchers had their literature presented, the first two were Evans (1970) and House (1971) (Northouse, 2013). Below we have a diagram of how this theory works.
Diagram curtsey of www.nwlink.com
As we can see this theory has many aspects to it that could affect an employee’s motivational level if not carried out properly. It also encompasses many of the other approaches we have learned about throughout our lessons thus far within each component. For example, employee characteristics can coincide with the trait approach.
So how can we apply this to a scenario to create motivation in a task completion? Let’s take a look.
Scenario: When you work in a large organization the feeling often comes that you are just another body completing tasks especially if you have felt the shift with this company from small office/family feeling to large national organization. Often this change causes a multitude of changes and can sometimes affect motivation levels. One change I can provide an example of is audits of our work went from done by a supervisor to done by a corporate auditor. This change was expected, but the detail in which the audits are conducted was not. Everyone did poorly the first and second round of audit, thus causing a real decrease in motivation as the thought is that they are “out to get you” type of feeling. So how can we apply path-goal to this scenario? If we break it down into the components listed above we can see how we can apply this theory:
Employee Characteristics: Each individual within this department has a different experience level, some have been doing this for many years and some are fresh with under a year of experience. Abilities also have to be taken into consider as such that some work better at multiple assignments and some can only do one thing at a time. Some can work with little direction and others require more step by step instruction.
Task Characteristics: Audits are a clearly defined tool that has approximately 70 questions that must be looked at and reviewed by the Auditors. They have high knowledge of the organizational authorities, policies, and processes. The job roles are clearly defined and are able to see what each of these individuals are responsible to complete.
Leadership Style Applied: Auditors are not the ones that would be working with the staff in the understanding of this assessment tool. The department supervisors are responsible to educate the staff on their errors, answer questions, and potentially dispute a potential error on the assessment. They need to know their staff personalities to choose an accurate leadership style that will be able to aid them.
Focus on Motivation: How does your staff excel in learning and retaining information? Is it clearly defined goals? Are there obstacles in their way? Do they need support? Or maybe the need more clarity on the path that they are on. The leader needs to be able to assess this an focus on giving their staff the tools to make their goals obtainable.
Goal: Needs to be clearly defined. Such as a particular percentage on these audits. This will help employees know what they need to do to get a better score.
As we see this example can be broken down and we can address and assess each component to help develop a plan to get employees from start to finish successfully. An important aspect of this theory is that the questions of how can I help them do better, what motivates them, should we create rewards, etc. (Northouse, 2013). If the supervisors continue to break down the process and apply the correct leadership style and motivational factors then they will continue to have employees meeting their goal of passing the audits. Which not only reflect on the employee, but also the management staff as well.
Path-Goal Theory can be used throughout the workplace in a multitude of different scenarios. Knowing how to use it seems to be half the challenge.
References:
Clark, D. (2013) Path-Goal Leadership Theory. Retrieved from: http://www.nwlink.com/~donclark/leader/lead_path_goal.html
Northouse, P.G. (2013). Leadership: Theory and Practice. Los Angeles: Sage Publications.
Pennsylvania State University World Campus (2015). PSYCH 485: Leadership in Work, Module 6: Contingency and Path-Goal Theories. Retrieved from https://courses.worldcampus.psu.edu/sp15/psych485/001/content/06_lesson/printlesson.html