Path-Goal Theory of Leadership

Path-Goal

This theory was initially developed by Evans and further taken up by House. It was influenced by Broom’s Expectancy Theory of Motivation. The theory says that the individual believes that his work will result into certain things which are highly valued. It emphasizes that the leader’s success lies in increasing goal attractiveness, clearly laying down the path leading towards the achievement of the goal, increasing individual’s pay off, reducing the roadblocks or pitfalls or obstacles, thereby influencing the individual towards the goal or the job. This theory aims at bringing about a correlation between the type of leadership and the nature of the job. All types of job cannot be handled by a singly type of leader.

Types of Job under this theory- With regards to the different types of job, different styles of leadership are needed.

1.      The job is vaguely defined or is not clearly defined- In this type of job, a directive or a task oriented leader has proven to be more successful.

2.      The Job is clearly defined and repetitive in nature- In this type of job, a supportive/associate leader has proven to be more successful.

3.      The Job is clearly defined but non-repetitive in nature- In this type of job, an achievement oriented leader has proven to be more successful. These leaders are able to repose confidence in the subordinates and at the same time bring about a challenging environment.

4.      The job is clearly defined and non-repetitive in nature but not as clearly defined as the previous one- In this type of job, a participative/associative leader has proven to be more successful.

Peddin’s 3-D Theory

This theory has been developed while modifying Blake and Monton Managerial Grid Theory. This theory has added a third dimension to the managerial grid theory. It added the Effectiveness Dimension to it. Based on these three dimensions, this theory has been developed from a situational perspective. This theory believes that the basic leadership style remaining the same, within that there could be an ineffective behaviour i.e. ineffective leadership style or effective behaviour i.e. effective leadership style.

Effective à
Missionary		Compromiser	Related	Integrated	Developer	Executive
			RO
Deserter	Autocrat		Separated	Dedicated	Bureaucrat	Benevolent Autocrat
Ineffective ß			TO         ß		ß

Deserter- He is the one who has surrendered all sense of responsibility. He is indifferent or unconcerned with the job or the workers.

Bureaucrat- He is the one who is concerned with the rules and the regulations as well as the requirements within the organization. He is neither goal-focused nor concerned about the workers.

Related- This type of leader is high on relationship but low on task. Missionary and Developer are similar to this form of leadership style.

Missionary- It basically refers to an individual who wants to enjoy a friendly relation or cordial relation with everybody in the organization. He tries to keep everybody in a good humour.

Developer- It basically refers to an individual who addresses the emotive requirements of the individuals or the members primarily trying to develop them as better workers. Developer will be more effective than Missionary because Missionary merely tries to keep the workers happy.

Dedicated- This type of leader is high on task but low on relationship. Autocrat leadership style is ineffective and Benevolent Autocrat

Autocrat- He is the one who defines the job and influences the individual towards the performance of the job through punishment, fear or negative sanctions.

Benevolent Autocrat- He is the one who defines the job but while defining the job creates an impression of impersonalization and wants others to follow it. It ensures compliance through positive sanctions or orientations.

Integrated- This type of leader is high on relationship as well as high on task. Compromiser is ineffective and Executive is the effective leadership style.

Compromiser- It refers to an individual who lacks the power of decision or suffers from indecisiveness faced with situations to remain emotionally sensitive while being consistent with the requirements of the goal or the task. He is the one who takes bad decisions or wrong decisions.

Executive- He is the one who is able to bring about an optimal balance between task orientation and relationship orientation and depending on the situation is able to take appropriate decisions.

Relation between a Leader and a Manager

Most of the times, these terms are being used interchangeably. But, they carry different meanings.

S. No.	Leader	Manager
1.	A leader is strategic in nature. He is the one who carries long term orientation.	He is tactical in nature. He carries short term orientation.
2.	They are concerned with the vision or mission of the organization.	A manager is concerned with structure, procedure and processes of the organization.
3.	The leaders are more concerned with values, principles and policies of the organization.	The managers focus on control, co-ordination, communication, supervision etc.
4.	The leader largely focuses on policy making.	The managers mostly focus on the implementation.
A leader does right things but the manager does things rightly.