Path-Goal Theory

This theory shows that a leader needs to increase employees motivation by making sure that they know there is a path to achieve what they want to achieve. This theory has two main points; the leaders’ behaviour and also the use of rewards to meet subordinates needs. This theory goes against Fiedler’s as the Path-goal theory suggests that leaders can change depending on situation.

The four areas of the Path-Goal Theory are as follows;

Supportive Leadership

This involves showing the employees that you (the leader) cares. To do this a leader needs to be open and friendly with employees and know that motivation is a key tool in making an organisation work.

Directive Leadership

This is where planning and making goals is essential, it allows the employees to always know what they are meant to do and makes sure that they follow the rules and complete tasks in the appropriate manor.

Participative Leadership

This area means that the leader is willing to take employees ideas on board and listen to their opinions and suggestions. This helps with motivation as employees feel they are more part for what is going on within an organisation.

Achievement-Oriented Leadership

This is when the leader set objectives which allow the employees to know what they need to achieve. This also helps with high performance and quality as there is always something to aim for.