Path-goal theory forces scholars continually to ask questions regarding how a leader can motivate, satisfy, and fulfill followers’ needs.
House (1996) stated that “leaders, to be effective, engage in behaviors that compliment subordinates’ environments and abilities in a manner that compensates for deficiencies and is instrumental to subordinate satisfaction and individual and work unit performance (p. 323).” Please answer the following questions based on a role reidentification for the leaders and the participation of followers and situations in shaping leadership.
Should a leader adapt his or her style to each individual, or to the work group as a whole? How can leaders simultaneously adapt their leadership styles to the development levels of individual group members and to the group as a whole? How easy is it for you to vary your leadership style? What is the follower’s role in path-goal theory? How can a leader find out what is rewarding to followers about their work? What is the underlying assumption of expectancy theory? How does this pose a challenge for the leader?
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