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Path-Goal method Leadership model: Robert House 1971
Theory on Leadership Path-Goal Theory 
The Path-Goal Theory of Robert House says that a leader can affect the performance, satisfaction, and motivation of a group by:
- offering rewards for achieving performance goals,
- clarifying paths towards these goals, 
- removing obstacles to performance. 
However, whether leadership behavior can do so effectively also depends on situational factors. 
 
According to House, there are four different types of leadership styles depending on the situation:
1. Directive Leadership: The leader gives specific guidance of performance to subordinates. 
2. Supportive Leadership: The leader is friendly and shows concern for the subordinates.
3. Participative Leadership: The leader consults with subordinates and considers their suggestions.
4. Achievement-oriented Leadership: The leader sets high goals and expects subordinates to have high-level performance. 

The Situational Factors of the Path-Goal Theory are:

I) Subordinates' Personality:
     A Locus of Control (A participative leader is suitable for subordinates with internal locus of control; A directive leader is suitable for
subordinates with external locus of control).
     B Self-perceived ability (Subordinates who perceive themselves as having high ability do not like directive leadership).

II) Characteristics of the environment:

     - When working on a task that has a high structure, directive leadership is redundant and less effective.
     - When a highly formal authority system is in place, directive leadership can again reduce workers' satisfaction.
     - When subordinates are in a team environment that offers great social support, the supportive leadership style becomes less necessary.
 
Compare with Path-Goal Theory:  Leadership Styles  |  4 Dimensions of Relational Work  |  Hierarchy of Needs  |  Result Oriented
Management  |  Results-Based Leadership  |  Leadership Continuum  |  Herzberg Two Factor Theory  |  Competing Values Framework 
|  Theory X Theory Y  |  Change Management  |  Seven Surprises  |  Seven Habits  |  SMART  |  PAEI |  Emotional Intelligence 
|  Expectancy Theory  |  Framing  |  Cultural Intelligence
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Path-Goal Theory of Leadership

 
Disciplines > Leadership > Leadership styles > Path-Goal Theory of Leadership
Description | Discussion | See also
 

Description
The Path-Goal Theory of Leadership was developed to describe the way that leaders
encourage and support their followers in achieving the goals they have been set by making
the path that they should take clear and easy.
In particular, leaders:

 Clarify the path so subordinates know which way to go.

  Remove roadblocks that are stopping them going there.
 Increasing the rewards along the route.
Leaders can take a strong or limited approach in these. In clarifying the path, they may be
directive or give vague hints. In removing roadblocks, they may scour the path or help the
follower move the bigger blocks. In increasing rewards, they may give occasional
encouragement or pave the way with gold.
This variation in approach will depend on the situation, including the follower's capability
and motivation, as well as the difficulty of the job and other contextual factors.
House and Mitchell (1974) describe four styles of leadership:
Supportive leadership
Considering the needs of the follower, showing concern for their welfare and creating a
friendly working environment. This includes increasing the follower's self-esteem and
making the job more interesting. This approach is best when the work is stressful, boring or
hazardous.
Directive leadership
Telling followers what needs to be done and giving appropriate guidance along the way.
This includes giving them schedules of specific work to be done at specific times. Rewards
may also be increased as needed and role ambiguity decreased (by telling them what they
should be doing).
This may be used when the task is unstructured and complex and the follower is
inexperienced. This increases the follower's sense of security and control and hence is
appropriate to the situation.
Participative leadership
Consulting with followers and taking their ideas into account when making decisions and
taking particular actions. This approach is best when the followers are expert and their
advice is both needed and they expect to be able to give it.
Achievement-oriented leadership
Setting challenging goals, both in work and in self-improvement (and often together). High
standards are demonstrated and expected. The leader shows faith in the capabilities of the
follower to succeed. This approach is best when the task is complex