Human Behavior in Organizations

MGT 231 FINAL EXAM REVIEW

PATH-GOAL THEORY OF LEADERSHIP

• formulated by Martin G. Evans and Robert J. House

• a contingency theory based on expectancy theory of motivation that relates several leadership styles to specific employee and situational contingencies

• two major roles:

o create a goal orientation

o improve path toward the goals

The Path-Goal Leadership Process

1. Leader identifies employee needs

2. Appropriate goals are established

3. Leader connects rewards with goals

4. Leader provides assistance on employee path toward goals

5. Employee become satisfied and motivated, and they accept the leader

6. Effective performance occurs

7. Both employees and organization are better able to reach their goals

Goal Setting

• Human behavior is goal-directed

• individual must understand the goals that they can attain

Path Improvement

• Task support – assembling elements to get the job done

• Psychological support – treating subordinates like they are rational human beings w/ the ability to do the job

• Role modeling – effective leaders serve as role models by engaging in desirable behaviors. If a leader is considerate & supportive w/ followers, their responses will likely to be similar

Leadership Styles

1. Directive – same as the task-oriented leadership; clear role perceptions in employee performance

2. Supportive – same as people-oriented leadership; concern for employees’ well-being and needs, while trying to create a pleasant work environment

3. Achievement-oriented – applies goal-setting theory as well as positive expectations in self-fulfilling prophecy

4. Participative – invites employees to provide input to decisions, and seriously seeks to use their suggestions as final decisions are made

Contingency Factors

Two major factors that moderate the leader’s style and effectiveness:

1. General work environment – leader must identify:

a. Whether

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