Milestone 2: Path-Goal Assessment Comparison

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Chapter 6 Path-Goal Theory To print your results, click the “Print Survey” button toward end of the questionnaire. If you are using the Bookshelf desktop application, you may also print by selecting “File” then “Print”. Your results will be saved each time you log off. To save your results to a file, click “Print Survey” then select the option in the “Print” dialog box to save the pages as a PDF.

Path–Goal Leadership Questionnaire

Instructions: This questionnaire contains questions about different styles of path–goal leadership. Indicate how often each statement is true of your own behavior.

Key: 1 = Never 2 = Hardly ever 3 = Seldom 4 = Occasionally 5 = Often 6 = Usually 7 = Always

StatementsStatements NeverNever HardlyHardly everever SeldomSeldom OccasionallyOccasionally OftenOften UsuallyUsually AlwaysAlways

1. I let followers know what is expected of them.

1 2 3 4 5 6 7

2. I maintain a friendly working relationship with followers.

1 2 3 4 5 6 7

3. I consult with followers when facing a problem.

1 2 3 4 5 6 7

4. I listen receptively to followers’ ideas and suggestions.

1 2 3 4 5 6 7

5. I inform followers

1 2 3 4 5 6 7

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about what needs to be done and how it needs to be done.

6. I let followers know that I expect them to perform at their highest level.

1 2 3 4 5 6 7

7. I act without consulting my followers.

1 2 3 4 5 6 7

8. I do little things to make it pleasant to be a member of the group.

1 2 3 4 5 6 7

9. I ask followers to follow standard rules and regulations.

1 2 3 4 5 6 7

10. I set goals for followers’ performance that are quite challenging.

1 2 3 4 5 6 7

11. I say things that hurt followers’ personal feelings.

1 2 3 4 5 6 7

12. I ask for suggestions

1 2 3 4 5 6 7

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from followers concerning how to carry out assignments.

13. I encourage continual improvement in followers’ performance.

1 2 3 4 5 6 7

14. I explain the level of performance that is expected of followers.

1 2 3 4 5 6 7

15. I help followers overcome problems that stop them from carrying out their tasks.

1 2 3 4 5 6 7

16. I show that I have doubts about followers’ ability to meet most objectives

1 2 3 4 5 6 7

17. I ask followers for suggestions on what assignments should be made.

1 2 3 4 5 6 7

18. I give 1 2 3 4 5 6 7

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SCORING

1. Reverse the scores for Items 7, 11, 16, and 18.

2. Directive style: Sum of scores on Items 1, 5, 9, 14, and 18.

3. Supportive style: Sum of scores on Items 2, 8, 11, 15, and 20.

4. Participative style: Sum of scores on Items 3, 4, 7, 12, and 17.

5. Achievement-oriented style: Sum of scores on Items 6, 10, 13, 16, and 19.

Total scores:

Directive style: 2626

Supportive style: 2727

Participative style: 3030

vague explanations of what is expected of followers on the job.

19. I consistently set challenging goals for followers to attain.

1 2 3 4 5 6 7

20. I behave in a manner that is thoughtful of followers’ personal needs.

1 2 3 4 5 6 7

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Achievement-oriented style: 2222

Scoring Interpretation

Directive style: A common score is 23, scores above 28 are considered high, and scores below 18 are considered low. Supportive style: A common score is 28, scores above 33 are considered high, and scores below 23 are considered low. Participative style: A common score is 21, scores above 26 are considered high, and scores below 16 are considered low. Achievement-oriented style: A common score is 19, scores above 24 are considered high, and scores below 14 are considered low.

The scores you received on the Path–Goal Leadership Questionnaire provide information about which styles of leadership you use most often and which you use less often. In addition, you can use these scores to assess your use of each style relative to your use of the other styles.

The Path–Goal Leadership Questionnaire measures how frequently you use each of the four main leadership styles (i.e., directive, supportive, participative, and achievement-oriented behavior). Your scores on the questionnaire help you assess your strongest and weakest behaviors and your use of each behavior relative to the other styles.

Directive Style Common Score (18–28)

A common score indicates you use the directive behavior in moderation. Effective leaders exhibit any or all leader behaviors with different followers under different situations. The leader’s main responsibility is to clarify the paths to the goals and to remove or help followers navigate the obstacles to these goals, using the behavior best suited to the situation. To strengthen your directive leadership behavior, consider taking the following actions:

Reflect on how you use directive behavior. Are you using it in the appropriate circumstances and with the right people? How can you tell? Consider a conversation with a close associate you trust who can provide honest feedback on your directive behavior.

Suggestions for Improving Your LeadershipSuggestions for Improving Your Leadership

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Strengthen your confidence in using the directive behavior to identify upcoming projects in which your use of this behavior would be most effective. Before embarking on a new project, consider the task requirements and if another leadership behavior might be better suited for it; don’t automatically assume that directive leader behavior is correct in most ambiguous situations. Distinguish which of your followers respond most favorably to your use of directive leader behavior.

Supportive Style Common Score (23–33)

Your score indicates you use supportive leader behavior moderation. Effective leaders exhibit any or all leader behaviors with different followers under different work conditions. The leader’s main responsibility is to clarify the paths to the goals and to remove or help followers navigate the obstacles to the goals, using the leader behavior best suited to the situation. To strengthen your leadership development, consider taking the following actions:

Reflect on a time when you used supportive leader behavior. Why did you use supportive leader behavior and what was the result? Could you have achieved better results with a different style? Strengthen your confidence in using supportive leader behavior by identifying upcoming projects in which your use of this style would be most effective. Volunteer to lead these projects to further your development of this style. Before embarking on a new project, consider the task or relationship requirements and what other leader behavior might be better suited for this project; don’t automatically use your default leadership style. Determine which of your followers respond most favorably to your use of a supportive style. Reflect on why they respond to supportive leader behavior (are they unsure of what’s expected or still developing their skill set?) and apply your insights to future leadership challenges.

Participative Style High Score (27 and above)

Your score on participative leadership style indicates that you use this leader behavior frequently. Participative leadership allows followers to be involved in making decisions. It best suits autonomous followers who need little supervision, enjoy controlling their own work, and value clear directions and rules. This leader behavior is best in situations where job tasks are ambiguous or unstructured and rules are less clear. If these are the conditions in which you often work, then the participative style is

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a good fit because it motivates followers to step up, establish the necessary structures to accomplish goals, take ownership, and reap the rewards of their work.

If these are not the conditions in which you typically work, consider other leader behaviors that would better fit the subordinate characteristics or task characteristics of your group or organization. Path–goal theory contends that leaders should be able to use all the leader behaviors and adapt their styles depending on the needs of the situation. To strengthen your participative leader behaviors, consider taking the following actions:

Reflect on your use of the participative style. How effective do you think you are when using this style? How can you tell? If you are not sure, solicit input from a close associate who can observe your behavior and will provide honest, accurate observations. Practice being more participative in determining what job training, the amount of supervision, or how you evaluation of job performance with those you lead. Allowing those you lead participate in these important functions can increase you participative leader behaviors. For followers who have a higher need for affiliation and appreciate more social interaction with you and their peers, focus on applying more participative leader behaviors to further increase relationships and create a greater sense of ownership.

Achievement-Oriented Common Score (14–24)

A common score indicates you use the achievement-oriented leader behavior in moderation. Effective leaders exhibit any or all styles of leadership with different followers in different situations. The leader’s main responsibility is to clarify the paths to goals and to remove or help followers navigate the obstacles to these goals, using the style best suited to the situation. Challenging others is an effective leader behavior for followers who strive for perfection or who are competitive. To strengthen your achievement-oriented leader behavior, consider taking the following actions:

Strengthen your confidence in using the achievement-oriented style by identifying upcoming projects in which your use of this style would be most effective and then employ it for those projects. Reflect on the last time you used an achievement-oriented leader-behavior. How effective was your use of this style and why? What situations would an achievement style work best in the future? Distinguish which of your followers respond most favorably to your use of an achievement-oriented style. Reflect on why these followers respond to a

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challenge to learn when to use this leader behavior in future leadership situations. Reflect on specific ways you could set challenging performance goals for your followers.