Question

Examine your results from the "Path-Goal Leadership Questionnaire." What gaps or misalignments, if any, exist between the results of your assessment and how you perceive yourself through a lens of Path-Goal Leadership Theory? Explain. What strategies or adjustments in your own behavior, thinking, or worldview might you have to consider when the perceptions of followers are not aligned with your own perceptions of self?

Answer 1

As per the path-goal leadership questionnaire, I got a high score for a directive and achievement-oriented styles and the score was average for supportive and participative styles. This was quite normal and sensible as I always have higher expectations of others and always have an opinion that they will perform better to optimal functioning as it is the case with me too. After analyzing I came to the conclusion that a greater interaction and taking advice from others are the two requirements which I need to work on. In my opinion, I know how to handle the crisis and different situations and will look for the advice of others when things are really out of the hand.

If I analyze my leadership style, I will rate myself as a more directive and achievement oriented as the growth and developments are reflected by the determining results. But I have an opinion that I can learn more about participation from other team members and learn to know their experience about different situation and elements which can be improved or altered. As per Nothouse, the principle of path-goal theory suggests, if the score of an individual match with these hypothetical scores, the person is said to be effective in those situations where the processes and activities are not so certain and a level of certainty is required from the team members. The person will be ineffective in the structured and unchallenging work setups. Apart from this, The effectiveness will be moderate in confusing situations with the team members looking for control. Lastly, the performance will be quite well in uncertain situations where the high standards can be established, putting some challenges to the team members to accomplish these challenges and to make them comfortable to trust their abilities. All this explains me in short and precise.

Reference

Northouse, P. (2016). Leadership theory and practice (7th ed.). Los Angeles, CA: Sage Publications, Inc.