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.
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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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• Works with complex unstructured tasks.
3. Participative leadership
• Allowing an experienced team to take ownership by empowering them.
• Quality circles and brain storming.
• Works for complex and challenging tasks.
4. Achievement-oriented Leadership
• Works for demotivated teams.
• Resilience of the team
• Goal setting and motivation
• Acknowledge their abilities and high standards https://www.mindtools.com/pages/article/path-goal-theory.htm Question 6
6.2

Robert House’s Model
Leadership style Area of need Situations tasks consequences
Supportive Focus on relationships Sensitivity to all teams members needs stress related repetitive tasks Relationship building

Directive Communicated need to accomplish goals / objectives Inexperienced staff complex and unstructured tasks Assigned tasks with clear objectives / directives
Participative participative leadership Need for mutual participation. complex and challenging Empowerment and ownership
Achievement-oriented Demotivated and unchallenged work force Team to be motivated / given challenging goals Motivation to maintain high level of standards Resilience and resilience building

Question 7

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