Leadership: Path-Goal Theory, Motivation, and Questionnaire Analysis

This assignment presents a comprehensive discussion on Path-Goal Theory, a leadership model focused on motivating team members to achieve organizational goals. The document analyzes the theory's strengths and weaknesses, emphasizing its impact on follower motivation and behavior. It references an article on leadership behavior, illustrating how different approaches affect subordinates. The assignment also includes a personal reflection based on a Path-Goal Leadership Questionnaire, analyzing the individual's leadership competencies and how they align with the theory's principles. The analysis covers aspects such as relationship building, decision-making, and motivation, offering insights into effective employee management and goal attainment. The assignment underscores the importance of adapting leadership styles to different situations and team needs to drive organizational success. References from various sources are provided to support the discussion and analysis.

Running head: PATH-GLOBAL THEORY 1
Path-Global Theory
Name
Institution

PATH-GLOBAL THEORY 2
Path-Global Theory
Part I: Discussion
Path-Goal is a leadership model that outlines the strategies that a leader uses encourage,
inspire, and motivate the tea members to accomplish certain predetermined goals. According to
this model, success is an accomplishment that is attained by involving the participation of a team
whose activities are determined by the goals and objectives of the organization. The model
acknowledges a leader as an authority who has lots of responsibilities in an organization. In
order to explain much about this model, “Path-Goal Theory of Leadership” is used.
In “Path-Goal Theory of Leadership,” the author presents an insightful and thought-
provoking discussion on path-global model of leadership. According to the author, path-global is
a leadership model whose application in an organization can be of great contribution in the
management of workers and achievement of the organizational goals (Changing Minds, 2018).
The article illustrates how a responsible leader should use his or her powers to manage the team,
motivate them, and ensure that they work hard for the sake of accomplishing collective
organizational goals. So, for a leader to be effective in spearheading the success of the
organization, he or she should use the position well to make important decisions and empower
the team to implement them as much as possible. Apart from explaining all these, the article
details that path-global model, just like any other leadership theories, has got its own strengths
and weaknesses that determine its success.
According to the article, path-global model is suitable for modern-day leaders because it
is participative. Meaning, it gives the leader an opportunity to involve the participation of the
team members especially when making major decisions regarding the organization. Besides, the

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leadership model is supportive. Although the decisions are made by the leader, the leader has a
mandate to ensure that the team is given all the necessary support which they can use to
discharge all the assigned activities in a responsible manner. Lastly, the model should be
embraced by leaders because it is achievement-oriented and has high chances of guaranteeing
success. Nonetheless, the article points out that he model has certain weaknesses that might
hinder it from effective implementation. The first weakness is that the model is less participative
because it encourages a unilateral, not collective setting of the goal (Davis, 2017). The leaders
tend to exclude the team members in goal-setting because they roles are limited to
implementation. In addition, the model might not be appropriate for all the workers because it is
rigid and tend to focus so much on performance.
In conclusion, path-global is a leadership model whose application has been of great
significance in the management of employees. The model has been helping to encourage success
because it is participatory, supportive, and goal-oriented. However, as demonstrated in the
article, the model can be ineffective because it might not be applicable in all the situations (Yang
& Lim, 2016). There are instances where the model has proved ineffective especially if the
leadership uses its position to set overambitious goals that might be unattainable. However, all
these can be overcome if the model is properly-utilized in managing the tea and spearheading the
desired success.
Part II: Path-Goal Leadership Questionnaire
Personally, I am a strong believer of leadership. I appreciate leadership because I know
the fundamental roles that it can play in an organization. Path-global is one leadership model that

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appeals to me most. I value this model because of the significant contributions it makes towards
the successful management, motivation of the employees as well as the overall accomplishment
of the organizational goals. To ascertain my leadership competencies, I had to fill the path-global
leadership questionnaire. The results I got were marvelous.
From the analysis of the questionnaire results, I established that I am, indeed, a typical
path-global leader. I came to this conclusion because of the scores that I got. I was pleased with
the kinds of results that I generated. According to the results, I have high scores when it comes to
different aspects of leadership such as the establishment of a cordial relationship with my
followers; listening to my followers; involvement of my followers in major decision-making
processes; setting of standard rules to be followed by all the team members; asking for the
followers’ suggestions; motivation of the team members; and the use of an encouraging language
when communicating to all my followers (Phillips & Phillips, 2016). These are the attributes that
make me to be a good leader who can be relied upon to effectively manage the team and propel
the growth and prosperity of the organization.
As a matter of fact, I was not shocked because the result that I got from the survey was
largely not new to me. It is exactly what I know about myself. Since I began my leadership
career, I have been in charge of different kinds of people each of whom has unique attributes,
strengths, weaknesses, and expectations (Hirt, 2016). I was pleased with the high scores I got on
various issues to do with employee management, teamwork, collaboration, decision-making,
motivation, and involvement. All these were not surprising because they depict a clear picture of
what I have known myself to be. Nonetheless, the only thing that shocked me is that I have been
a kind of ambitious leader who is fond of setting quite challenging goals for my team (Farhan,
2018). Besides, I have been, on several occasions, making vague hints to my team members.

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Personally, I am looking forward to becoming an ideal leader who can be relied upon to
spearhead the activities of my team. For me to succeed in accomplishing the organizational
goals, I have to apply the principles of path-global leadership pertaining to effective employee
management. I will always dedicate my energy to capitalize on the strong attributes that I
obtained from the questionnaire to enable me improve my leadership capabilities. I will use these
attributes to ensure that I strengthen my leadership capabilities so as to become an ideal leader
who is always committed to becoming a supportive to all my team members; participative and
involving everyone in the decision-making processes; and achievement-oriented (Famakin &
Abisuga, 2016). I have to nurture all these competencies because they will make me to be an
ideal leader.

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References
Changing Minds (2018). “Path-Goal Theory of Leadership.” Changing Minds.
http://changingminds.org/disciplines/leadership/styles/path_goal_leadership.htm
Davis, S. (2017). Framing the Path Goal Leadership Theory with the Relationship of Academic
Validation on Student Experiences in Online Courses. Journal of Global Leadership, 83.
Famakin, I. O., & Abisuga, A. O. (2016). Effect of path-goal leadership styles on the
commitment of employees on construction projects. International Journal of
Construction Management, 16(1), 67-76.
Farhan, B. Y. (2018). Application Of Path-Goal Leadership Theory And Learning Theory In A
Learning Organization. Journal of Applied Business Research, 34(1), 13.
Hirt, M. J. K. (2016). Path-Goal Theory of Leadership: Leadership and Public Management.
Global Encyclopedia of Public Administration, Public Policy, and Governance, 1-6.
Phillips, A. S., & Phillips, C. R. (2016). Behavioral styles of path-goal theory: An exercise for
developing leadership skills. Management Teaching Review, 1(3), 148-154.
Yang, L. C., & Lim, V. (2016). Empirical investigation into the path-goal leadership theory in
the central bank fraternity: leadership styles and job satisfaction (No. wp14).