Path-Goal theory

Examples of Path-Goal theory in the following topics:

• Leadership and Task/Follower Characteristics: House

  • The Path-Goal theory argues that a leader's role is to help followers achieve both personal and organizational goals.
  • In 1971, Robert House introduced his version of a contingent theory of leadership known as the Path-Goal theory.
  • House argued that the goal of the leader is to help followers identify their personal goals as well understand the organization's goals and find the path that will best help them achieve both.
  • Using the Path-Goal model as a framework, their Outstanding Leadership Theory (OLT) expanded the list of leadership behaviors required to channel follower's motivations and goals more effectively toward the leader's vision:
  • Identify the leadership and task/follower characteristics identified by Robert House in the Path-Goal theory (1971)

• Stages in Social Movements

  • Movements emerge for a variety of reasons (see the theories below), coalesce, and generally bureaucratize.
  • At that point, they can take a number of paths, including: finding some form of movement success, failure, co-optation of leaders, repression by larger groups (e.g., government), or even the establishment of the movement within the mainstream.
  • Whether these paths will result in movement decline or not varies from movement to movement.
  • In fact, one of the difficulties in studying social movements is that movement success is often ill-defined because movement goals can change.
  • In this instance, the movement may or may not have attained its original goal - encouraging the censure of Clinton and moving on to more pressing issues - but the goals of the SMO have changed.

• Routing

  • Routing is the process of selecting paths in a network along which to send network traffic.
  • Routing is the process of selecting paths in a network along which to send network traffic.
  • Transport engineers use mathematical graph theory to analyze a transport network to determine the flow of vehicles (or people) through it.
  • A goal of a company when transporting goods is to ensure efficiency.

• The Psychology of Employee Satisfaction

  • Motivation also involves three psychological processes: arousal (which initiated action), direction (the path taken to accomplish goals), and intensity (the vigor and amount of energy employees put into reaching the goal).
  • Below are several theories.
  • Goal-setting theory suggests that employees will be more motivated if they have specific goals to meet.
  • There are some drawbacks to applying this theory.
  • People with a high need for achievement are very concerned with doing their best work and setting goals to help them get there.

• Goal-Setting Theory

  • People perform better when they are committed to achieving certain goals, enabling businesses to benefit from employing goal-setting theory.
  • Goals focus attention toward goal-relevant activities and away from goal-irrelevant activities.
  • Goals serve as an energizer.
  • Higher goals induce greater effort, while low goals induce lesser effort.
  • Apply goal-setting theory to the process and motivation considerations inherent in organizational behavior and business procedure

• The Stages of Social Movements

  • Firstly, movements emerge for a variety of reasons (and there are a number of different sociological theories that address these reasons).
  • They then coalesce and develop a sense of coherence in terms of membership, goals and ideals.
  • Whether or not these paths will result in movement decline varies from movement to movement.
  • In fact, one of the difficulties in studying social movements is that movement success is often ill-defined because the goals of a movement can change.
  • In this instance, the movement may or may not have attained its original goal—encouraging the censure of Clinton and moving on to more pressing issues—but the goals of the movement have changed.

• Rational Decision Making

  • The approach follows a sequential and formal path of activities.
  • This path includes:
  • The idea of rational choice is easy to see in economic theory.

• Brief history of traditional approaches to job design

  • More effective jobs can be created when specific goals are established.
  • Goal setting theory as described by Edwin Locke mainly focuses on the motivational properties of task goals (Schermerhorn, Job Design Alternatives, 2006).
  • Task goals can be highly motivating when set and managed properly.
  • One of the problems with goal setting theory in job design is that individuals are more strongly motivated by establishing or setting their own personal goals.
  • If a company wants to implement goal setting theory with regards to job design than a reasonable job criteria and description must be established.

• Goal-Setting Theory

  • Choice: Goals direct efforts towards goal-relevant activities and away from distractions.
  • Goals that are difficult to achieve and specific tend to increase performance more than goals that are not.
  • Goal commitment is dependent on:
  • Goal-setting theory has limitations.
  • In an organization, a goal of a manager may not align with the goals of the organization as a whole.

• Setting Goals

  • Goal setting involves establishing specific, measurable, achievable, realistic, and time-targeted (S.M.A.R.T. ) goals.
  • Goals can increase our effort.
  • Work on the theory of goal-setting suggests that it's an effective tool for making progress because participants in a group with a common goal are clearly aware of what is expected from them.
  • By choice, we mean that goals narrow attention and direct efforts to goal-relevant activities, and away from perceived undesirable and goal-irrelevant actions.
  • He concluded that 90% of laboratory and field studies involving specific and challenging goals led to higher performance than did easy goals or no goals at all.