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The Robert House's Path-Goal Leadership Model

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Question 5
5.1
Managing Director
The Managing Director is an individual that is a member of the Board of Directors that also appointed the individual to that position.
The Managing Director liaises with and instructs with all levels of management and has authority over his subordinates. The Director decides and executes all the policies of the organization and sees that the mission, vision, goals and objectives of the company are reached. They coordinate all the resources, finance, people, raw material and knowledge.
The Managing Director complies with the laws of the land and remains compliant with labor related issues. All levels of management reports to the director who head of the organizational structures of the organization. …show more content…

HRD reduces the gaps in the organisation through skills development and to fill scarce skill positions by developing semi-skilled personnel through training. To remain globally competitive, a higher performing empowered staff leads to a better service or product that is skilled and compliant with global standards. The use of mentorship and coaching programs further assist staff to develop. Interns that are further develop through qualitative and quantitative control standards allow for a skilled personnel to be employed with current staff becoming more driven to compete for opening …show more content…

The appropriate method and leadership style can develop; motive thus empowering the employees or teams. Coaching and mentoring can assist with greatly in this regard.

Personal interaction can expose barriers, character traits and expose a leadership style an employee may need to assist them or team placement to achieve their goals. Acknowledgement of their efforts and a reward system will motivate employees to thrive.

One on one session will expose the employees needs, the model or type of leadership is required to develop the employee as part of a functional team. The four types have specific outcomes that have to be addresses to progress the needs. This model is based on the resilience of teams and individuals and leadership fit for purpose and outcome.

The four types:

1. Supportive leadership
• Best suited with stress related repetitive tasks.
• Individually focused to be integrated into a team.
• Sensitivity to all teams members needs and development of the team
• Relationship building
2. Directive Leadership
• Here outcomes are clearly communicated and explained.
• Clear guidance to tasks are communicated to the

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