After reading about the path-goal theory this week, I thought about all of the supervisors and managers I’ve worked with throughout my life. I’ve had my favorites but I also have had trouble with a couple. “Path-goal theory is about how leaders motivate their followers to accomplish goals. “(PSU, 2018) Whether I knew it or not all of these bosses were teaching a lesson on leadership. Each of them had a different type of leadership style along with different leadership behaviors.
In the past I had a supervisor that used strictly directive behaviors. It did not matter the task at hand, he would tell you how the job had to be done. The path–goal approach suggests that leaders need to choose a leadership style that best fits the needs of followers and the work they are doing. (Northouse, 2016).
Whether I was doing complex paper work or hammering a nail, there was a precise way that the task had to be completed. At times this was a very helpful technique because of the knowledge he possessed in the different areas of the job. On the other hand, when it comes to tedious jobs,
this approach can make a task difficult. Although my team or myself would have good ideas to accomplish some of the tasks, our way was wrong because, in his mind, his way was the only one way to accomplish the goal.
The next supervisor was the complete opposite of my first example. Although he was a great person and became one of my good friends, there were times that he would get taken advantage of. This supervisor showed supportive and participative behaviors in his leadership style. Supportive leaders are friendly and approachable leaders that attend to the well-being and needs of their subordinates. (PSU, 2018) Participative leadership refers to leaders who involve their followers in decision-making (PSU, 2018).
In many situations this was one of my favorite supervisors to work for. He would always ask for opinions of everyone. He would also continuously ask when we would like a break. This was all great until it was “crunch time” and deadlines needed to be met. Many of the times I would see him get taken advantage of because he was more of a friend with the employees rather than their supervisor.
Finally, there is the manager that I learned the most from, who was actually a true leader. He would utilize every type of leadership behavior. Like state in the readings, “it is the leader’s responsibility to help followers reach their goals by directing, guiding, and coaching them along the way”
(Northouse, 2016).
In every situation that I could think of, he would assist me in creating my own way to reach my goals. He took the opportunity to listen to his employees’ ideas, and if they made sense, he went with it, and gave them credit. He took into consideration the goal of both individuals and the team. I believe that I unintentionally learned the most about the Path-goal theory from him.
Without these supervisors and managers, I don’t believe I would be the leader I am today. I learned many positive leadership styles and also many not so successful styles, which I tend to stay away from. The path-goal theory is a very useful technique to use as a framework to motivate a team. If the followers are the right fit and the support from upper management is there, this theory could be the best way to achieve the goals that are set. This theory taught me how to be successful in leadership and I hope my fellow and future co-workers can learn these behaviors from me.
Reference:
Northouse, Peter G.. (2016) Leadership: Theory and Practice (Page 121). SAGE Publications. Kindle Edition.
Penn State University, (2018). Psychology 485: Leadership in work settings, Lesson 6: Contingency and Path Theories.
Armin Vossooghi says
Hi Edward, and I have to say I enjoyed your blog very much. I too had a few troubling experiences with a supervisor and I know how discouraging it can be, especially when you have given it all you’ve gotten and in return, you do not get the feedback that you’ve been looking for. I strongly believe in Path-Goal theory since it is all about motivating the employees to accomplish goals and in return both the employer and the employee, both, can gain positive outcome from it (PSU, 2018).
In my opinion, a happy employee equals a happy employer. For example, google puts their employees first. They provide them with resting areas if they need to take a quick nap on their break, or play some basketball, foosball, or even video games. No wonder everyone wants to work at google, and less at staples. What I am trying to say is that, like you’ve mentioned, leaders should choose leadership methods that best fits the needs of the followers and the work they’re working on (Northouse, 2016).
Overall, I did enjoy your blog, and don’t forget that leaders are those who can lead a group of subordinates successfully and organize their work and its outcomes.
References:
Northouse, G. Peter, (2016). Leadership: Theory and Practice. SAGE Publications, Los Angeles CA.
Pennsylvania State University, (2018). Psychology 485: Leadership in work settings, Lesson 6: Contingency and Path Theories.
Christine R Campbell says
Hi Edward,
I also have had different leaders with different leadership styles in my career. Just like you, I find that the leader who is able to flex their behavior based on the circumstances is the best leader of all. “An effective leader has to attend to the needs of subordinates” (Pennsylvania State University, 2018, p. 14). As we all know, followers have different “needs”. Some need to feel valued, some need direction, some need to be involved and some need a career-path (Pennsylvania State University, 2018, p. 12). Based on these varying needs, the leader would adjust their behavior to be participative, directive, supportive, and/or achievement-oriented (Pennsylvania State University, 2018, p. 12).
If a leader is successful at flexing their communication and behavior to support the needs of their follower, then the leader is displaying characteristics that lead to successful coaching and development of followers.
Pennsylvania State University. (2018). Psychology 485: Leadership in work settings. Lesson 6: Contingency and path theories. Retrieved from https://psu.instructure.com/courses/1925331/modules/items/23786546