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Path-Goal Leadership: Motivational Leader

Updated on August 8, 2019
Tiffany Dian Payne Bph profile image

Leadership skills can encourage you to grow within you company. Many are unaware of the difference in leadership styles.

Leadership

Path-Goal Leadership Questionnaire

Path-Goal Leadership Questionnaire

The path-goal leadership consist of leaders use motivation followers to achieve quality work (Northouse, 2019). In this discuss I will explain how I reached my results as being an achievement-oriented leader.

Within the path-goal theory there are 4 different type of leaders these would include

  1. Directive: Common points = 23
  2. Supportive: Common Points = 28
  3. Participation: Common Points = 21
  4. Achievement Oriented: Common Points = 19 Points (Northouse, 2019)

Being in healthcare I notice many of my leaders are utilizing the path-goal theory, most I see is the achievement-oriented leadership. Once I took my questionnaire, my scores were high in all categories, when compared to the criteria for each was different common scores (Northouse, 2019). My scores are as follows:

  • Directive: 32 points
  • Supportive: 30 points
  • Participation: 30 points
  • Achievement-Oriented: 32 points

As you can see, I score high in most of the 4 styles, but I notice a pattern with the achievement-oriented style, this consist of my points over the common points. The article (Using the Path-Goal Theory of Leadership to Enhance Administration of Nursing Care Service) explained that is behavior is a mix between Directive and Supportive behavior (Ani, 2017). Under this I notice the points over in the Directive and Supportive equals the total points in the Achievement-Oriented. This makes sense, because I work in healthcare and it is a profession that one must provide support to new hires and students, pushing followers in a positive direction by providing guidance and mental support. In noticing some of my leaders, they used one of the 4 and many used the achievement oriented.

This leadership theory can be effective if done proper, but it does have some cons. These would include:

  • Complexity makes interpretation and application difficult.
  • Only partial empirical support
  • Does not really explain link between leadership behavior and motivation.
  • Puts more burden on leader than follower (ADM 612, 2019)

I agree with some of these cons, especially the burden it can place on both leader and follower. One example, I work as a surgical technologist on the heart team. Many of my leaders struggle with placing people in surgical procedures but get stress when they don’t have enough staff that knows how to scrub them. This leads to that leader getting stressed out and the one person that know many different types of procedures will be placed in those rooms. This is a unsafe practice for the follower but I will still do the case.

In conclusion, I learned what type of style I many end up using when I get into a leadership role. But with this, I will work on not never being satisfied on the achieve of my followers.


References

Ani, G. J. (2017). Using the Path-Goal Theory of Leadership to Enhance Administration of Nursing Care Services. Journal of Harmonized Reader, 95-105.

Northouse, P. G. (2019). Leadership: Theory and practice. Thousand Oaks: Sage Publications.

(2019). Leadership ADM 612 [Lecture notes].

Path-goal Leadership

Questionnaire Guide and Results

1. Never

2. Hardly ever

3. Seldom

4. Occasionally

5. Often

6. Usually

7. Always

Obtaining results

1. Reverse the scores items: 7, 11, 16, 18

2. Sum of the scores on items: 1, 5, 9, 14 and 18

3. Sum the scores om items: 2, 8, 11, 15 and 20

4. Sum the scores on items: 3, 4, 7, 12 and 17

5. Sum the scores on items: 6, 10, 13, 16, and 19

Questionnaire;: Directive Style

Directive Style

1. I let followers know what to is expected of them =

1 2 3 4 5 6 7

5. I inform followers about what needs to be done and how it needs to be done =

1 2 3 4 5 6 7

9. I ask followers to follow standard rules and regulations =

1 2 3 4 5 6 7

14. I explain the level of performance that is expected of followers =

1 2 3 4 5 6 7

18. I give vague explanation of what is expected of followers on the job

1 2 3 4 5 6 7

Questionnaire: Supportive Style

2. I maintain a friendly working relationship with my followers =

1 2 3 4 5 6 7

8. I do little things to make it pleasant to be a member of a group =

1 2 3 4 5 6 7

11. I say things to hurt my followers feelings =

1 2 3 4 5 6 7

15. I help followers overcome problems that stop them carrying out their task =

1 2 3 4 5 6 7

20. I behave in a manner that is thoughtful of followers personal needs =

1 2 3 4 5 6 7

Questionnaire: Participative Style

3. I consult with followers when facing a problem =

1 2 3 4 5 6 7

4. I listen receptively to followers ideas and suggestions =

1 2 3 4 5 6 7

7. I act without consulting my followers =

1 2 3 4 5 6 7

12. I ask for suggestions from my followers concerning how to carryout assignments =

1 2 3 4 5 6 7

Questionnaire: Achievement Style

6. I let followers know that I expect them to perform at their highest level =

1 2 3 4 5 6 7

10. I set goals for followers performance that are quite challenging =

1 2 3 4 5 6 7

13. I encourage continual improvement in followers performance =

1 2 3 4 5 6 7

16. I show that I have doubts about followers ability to meet most objectives =

1 2 3 4 5 6 7

19. I consistently set challenging goals for my followers =

1 2 3 4 5 6 7

Directive Style

See results

Supportive Style

See results

Participative Style

See results

Achievement Style

See results

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