Leading from A-Z : Path-

Goal Theory and

Leadership
 PATH- GOAL MODEL

What is Path- Goal theory?

The Path-Goal model is a theory based on specifying
leader’s style or behavior that best fits the employee and
work environment in order to achieve goal. The path-goal
theory can best be thought of as a process in which leaders
select specific behaviors that are best suited to their
employees’ needs and their working environment, so that
leaders may best guide their employees through their path in
the obtainment of their daily work activities.
Theory referred to as path-goal leadership.
This method of guiding employees.It
stresses that the leader is responsible for
clearing a path for his subordinates so they
are able to achieve their goals.
Origins and Theory
First introduced by Martin Evans (1970)
and then further developed by House
(1971).
Based on Vroom’s (1964) expectancy
theory in which an individual will act in
certain way based on expectation that the
act will be followed by a given outcome
and on the attractiveness of that outcome to
the individual.
Basic Steps of Path-Goal Theory
1.Determine the employee and environmental characteristics
Employees interpret their leader’s behavior based on their
needs, such as the degree of structure they need, affiliation, perceived
level of ability, and desire for control.
2.Task and Environmental Characteristics
o Design of the task- The design of the task might call for the leader’s
support.For example, if the task is ambiguous, then the leader might
have to give it more structure or an extremely difficult task might
call for leader support.
o Formal authority system- Depending upon the task authority , the
leader can provide clear goals and/or give the employee some or all
control.
o Work group- If the team is non-supportive, then the leader needs to
be cohesiveness and espouse espirit-de-corps that provides
comradership, enthusiasm, and devotion to all team members.
3.Leader Behavior or Style
House and Mitchell (1974) define four types of leader
behaviors or styles: Directive, Supportive, Participative, and
Achievement.

1.The directive path-goal clarifying leader behavior

refers to situations where the leader lets employees know
what is expected of them and tells them how to perform
their tasks.

2.The achievement-oriented leader behavior refers to

situation where the leaders sets challenging goals for
employees, expects them to perform at their highest level ,
and shows confidence in their ability to meet this
expectation.
 3.The participative leader behavior involves leaders
consulting with employees and asking for their suggestions
before making a decision.

4.The supportive leader behavior leader is directed

towards the satisfaction of employees’ needs and
preferences.
The four path-goal types of leader behaviors are:
Directive: The leader informs her followers on what
expected of them, such as telling them what to perform a
task, and scheduling and coordinating work.
Supportive: The leader makes work pleasant for the
workers by showing concern for them and by being friendly
and approachable.
Participative: The leader consults with his followers
before making a decision on how to proceed.
Achievement: The leader sets challenging goals for her
followers, expects them to perform at their highest level,
and shows confidence in their ability to met this
expectation.
 How to use it?
• Achievement oriented works best when the staff suffers
from lack of challenge and boredom.
• Directive leadership helps workers cope with otherwise
vague and unclear job responsibilities.
• Participative leadership is effective in situations where
the follower is making poor decisions or improper
procedure and the leader can take steps to help them.
• Supportive leadership is useful with a team that is new,
inexperienced, or otherwise lacking confidence.
Thank you!