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Path-Goal Theory is a leadership and management theory developed by Robert J. House in the 1970s. This theory focuses on the leader's role in determining path or method for achieving a goal and ensuring that the employee or, depending on him or her, the “guide,” understands and follows that path.

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Task structure: Highly structured work means processes and tasks are clearly defined. Low structured work means that processes and tasks are not clearly defined. Leaders should use more instructional leadership behaviors for low-structured work and more supportive or participative leadership behaviors for highly structured work.

Work group: A highly effective work group will have members who are motivated, skilled, and can work together effectively. Leaders should use more supportive or participative leadership behaviors for high-performing work groups.

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Directive Leadership:

Instructional leadership focuses on providing clear instructions, directions, and rules to employees.Leaders set specific goals and define tasks, clearly defining job requirements and expectations.They often supervise and evaluate employee performance according to established standards, and often apply inspections and checks on the quality of work.Instructional leadership often promotes consensus and compliance with work rules and regulations.

For example: In a construction project, the guidance leader will provide specific schedules, safety regulations and technical requirements for each part of work. They will ensure that everyone understands their duties, applies safety instructions, and sticks to schedules. This helps ensure safety, performance and quality in construction projects

Supportive Leadership:

In supportive leadership, the leader focuses on building a comfortable and supportive work environment for employees.Leaders show concern for employees by listening to them and understanding their personal situations and needs.They create conditions for employees to feel confident and comfortable in their work, promoting a positive work spirit.Supportive leadership often fosters a close relationship between leaders and employees, where people feel able to seek support and advice from the leader.

For example: In a software development business, a support leader might regularly check in on employee morale. They can hold open meetings to listen to opinions and praise employees' work. This helps create a comfortable working environment and motivates employees to confidently participate in the software development process.

Participative Leadership: Participative leadership involves leaders seeking input and involving team members in decision-making. This approach is beneficial when employees have valuable insights or can contribute to the decision-making process.

For example: A project manager collaborates with their cross-functional team to collectively make decisions about project milestones, task assignments, and project strategies, taking into account the unique expertise of each team member.

Achievement-Oriented Leadership: Achievement-oriented leadership entails setting challenging goals and demonstrating confidence in the team's abilities. This style can be effective when employees are highly skilled and motivated.

For example: A head coach of a championship-winning sports team sets ambitious performance targets for the season and conveys unwavering belief in the team's capabilities to achieve those goals.

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Perceived ability is a subordinate's perception of their own skills, knowledge, and abilities to perform a task or job. It is a subjective assessment that can be influenced by a variety of factors, such as past experiences, education, and training.

Subordinates with high perceived ability are more likely to believe that they are capable of achieving their goals and overcoming challenges. They are also more likely to be confident in their own abilities and to take on new tasks and challenges.

Subordinates with low perceived ability are more likely to doubt their abilities and to avoid challenging tasks. They may also be more likely to give up easily when faced with obstacles.

Locus of control is a subordinate's belief about the extent to which they control their own outcomes. Subordinates with an internal locus of control believe that they are in control of their own destiny and that their actions have a direct impact on their outcomes. Subordinates with an external locus of control believe that their outcomes are determined by external factors, such as luck, fate, or the actions of others.

Subordinates with an internal locus of control are more likely to take responsibility for their actions and to be proactive in seeking out opportunities to learn and grow. They are also more likely to be resilient in the face of setbacks and challenges.

Subordinates with an external locus of control are more likely to blame others for their failures and to be passive in the face of challenges. They may also be more likely to give up easily when faced with obstacles.