The path-goal theory of leadership stuck out to me more than any other theory or approach we have read about, thus far. In my opinion and experience, it makes the most sense, so I was surprised to read that it is only partially supported by empirical research studies, (Northouse, 2016, p. 123).
Quite simply, Northouse (2016) describes the path-goal theory of leadership as how leaders motivate followers to achieve goals. More specifically, it explains how leaders can help their followers stay on the correct path toward their goals by determining which specific behaviors will meet their followers needs, specific to their current situation. Followers generally want to feel they are capable of attaining goals, but they also want to know they will be rewarded when they do. A leader employing the path-goal theory is aware of this, encourages goal completion, and provides appropriate rewards to keep their followers motivated, and feeling self-sufficient, (Northouse, 2016, p. 116).
I’m not a traditional student; I’m older, set in my career, and have teenage children. I’ve had a number of jobs in a variety of settings. Every time I read about one of these theories or approaches, I have a clear picture in my head of one my superiors that fits that description. The path-goal theory immediately made me think of my current manager, and how much I enjoy what I do, thanks to a solid management team that provides their employees with the tools they need to be successful.
The management team I answer to are all supportive leaders. They are all very friendly and easy to talk to, and adhere to an open-door policy. Like Northouse (2016) suggests, they are dedicated to fostering the well-being of their employees, and go above and beyond to make our work environment a pleasant place to be. They are also participative leaders, as described by Northouse (2016). As a pediatric home-care nurse, management regularly consults with the nurses and uses our suggestions in creating home-care plans. I feel that in an industry like home-nursing, considering the suggestions of those of us who are actually in the home with the patients is an invaluable asset.
Working in home-care, it is imperative that we (nurses, aides, etc.) are able to work autonomously. We do not have a supervisor in the home with us. We are one-on-one with the patient at all times. When Northouse (2016) discusses follower’s perceptions of their own abilities (Northouse, 2016, p. 118), I feel he hits the nail on the head. For the most part, we are self-assured in our abilities because we have been groomed to perform competently on our own. We do not have a need for directive leadership, or a manager who tells us what to do, how to do it, and when to have it done (Northouse, 2016, p. 117). We’ve proven we can meet our goals and deadlines on our own, and the recognition we receive for doing so motivates us to continue doing it.
The path-goal theory can be applied to any level of leadership, (Northouse, 2016, p. 125), and that is evident in my career. Each of us answers to someone above us, and each of us recognizes and acknowledges when goals have been met, and when excellent care has been provided. From the managers in the office, the RNs, the LPNs, and the home health aides, each of us work as an integral member of the team. As such, we all make a point to give credit where credit is due, and that is the motivation each of us needs to continue exceeding our patient’s expectations, as well as the expectations of those in positions above us.
References
Northouse, P. G. (2016). Path-goal theory. In Leadership: Theory and practice (pp. 115-136). Los Angeles,CA: Sage.
Waves of Motivation. (2014, November 15). Path to goal [clip-art]. Retrieved from http://www.wavesofmotivation.com/?p=702
I can totally relate to you. I also am an older student, hopefully to graduate this semester. I am trying to set an example for my older daughter and the youngest to follow. As well as having found out that experience at my age really doesn’t count for anything, sadly..
It’s so funny that you say whenever a theory or an approach comes up, you can envisualize it. Me too! Over the years and with plenty of experience in the business world there have been various situations and different leaders who have ‘shined” upon me. I have “seen” it but never knew there were all these names attached to it. To me, much of it was common sense.
I like the concept of the path-goal theory. It describes how leaders can help followers by picking out behaviors that are fitted to their needs but specifically its’ how leaders “motivate” followers to be productive and satisfied with their work. (Northouse, 2016 Pg 121) Motivation is just one of the positive features of the Path-Goal theory. This theory constantly challenges leaders with questions about how to motivate their employees. Motivation is a very important tool. Motivation is something that drives us toward a goal that we want to achieve. It could be psychological, emotional, physical or monetary. Everyone has needs that they need to satisfy and the “want” to achieve those needs is what motivates us. In order for employees to be motivated, the leader must also be motivated to be “willing to tackle complex organizational problems”, “willing to express dominance”, and “they must be committed to the social good of the organization”. (Northouse, 2016 Pg 52-53)
I really liked this lesson as well and could relate to it like you. I find that many companies are starting to really focus on things like efficiency and cost cutting in fear of being outsourced. I can see how in your job field that you would need to have supportive leadership. When caring for others you shouldn’t have to worry about management.
With the company I work for it is all about productions. My employees are expected to produce. I do have a good relationship with my employees and lay out the path for the goals I need to keep corporate happy. I do not have a personal relationship with my employees and keep it very professional. I do not want them thinking that I am their friend and will not hold them accountable. In my position, I am expected to be all business yet still show my employees I do care about them.
In the end it seems very difficult in todays businesses to be a part of the Contingency Theory. With the economy constantly changing we are seeing businesses changing their strategies to gain profit. Every time they change their goals they do not find a supervisor that can fit the new situation but instead rely on the boss to figure out a path for the employees to follow to obtain the goals needed.