Path - Goal Leadership Survey PDF

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10/23/2020

Introduction to Leadership: Concepts and Practice, 3e

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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

Never

Hardly ever

Seldom

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

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7

2. I maintain a friendly working relationship with followers.

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3. I consult with followers when facing a problem.

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

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Statements

5. I inform followers about what needs to be done and

Occasionally

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Often

Usually

Always

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how it needs to be done. 6. I let followers know that I expect them to perform at their highest level.

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7. I act without consulting my followers.

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

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

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

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

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12. I ask for suggestions from followers concerning how to carry out assignments.

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13. I encourage continual improvement in followers’ performance.

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

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

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

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

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18. I give vague explanations of what is expected of followers on the job.

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19. I consistently set

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challenging goals for followers to attain. 20. I behave in a manner that is thoughtful of followers’ personal needs.

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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:

28 28

Supportive style: Participative style:

30 30 21 21

Achievement-oriented style:

31 31

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.

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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.

Suggestions for Improving Your Leadership 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. 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 https://bookshelf.vitalsource.com/#/books/9781544331348/cfi/6/42!/4/2/2/4/38/24/6@0:3.54

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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 Common Score (16–26) A common score indicates you use the participative style in moderation. Effective leaders exhibit any or all styles of leadership with different followers under different conditions. The leader’s main responsibility in the Path-Goal Theory is to clarify the paths to goals and to remove or help followers navigate the obstacles to achieve goals. Participative leader behavior is best when participants in the leadership process need to have a voice in making decisions. To strengthen your participative leader behavior, consider taking the following actions: Reflect on a recent time when you used participative leader behavior. Was this style the most comfortable for you to use? What lessons can you learn for future situations where a participative style may prove effective? Identify some specific ways you could invite others to offer their opinions and ideas on a project. Create a sense of psychological safety when leading others that will allow them to better express their thoughts. Strengthen your confidence in using the participative style by identifying upcoming projects in which your use of this style would be most effective. Create specific goals for allowing more participation from those you lead. Before embarking on a new project, consider the task requirements and consider what leader behavior is needed; don’t automatically use your default leadership style. Distinguish which of your followers respond most favorably to your use of a participative style then make it a point to provide participate leader https://bookshelf.vitalsource.com/#/books/9781544331348/cfi/6/42!/4/2/2/4/38/24/6@0:3.54

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behaviors when leading those followers.

Achievement-Oriented High Score (25 and above) A high score on achievement-oriented style leadership indicates that you use this style frequently and effectively challenge others to succeed. Achievementoriented leadership provides challenges for followers, establishing a high standards of excellence, and seeks continuous improvement. It best fits the needs of followers who have an internal locus of control and a strong need to excel. These leader behaviors are ideal in situations where job tasks are ambiguous, challenging, and complex. If these are the conditions in which you often find yourself, then the achievement-oriented style is a good fit because it complements followers’ intrinsic motivations and makes them feel confident they can meet their goals, thus increasing follower satisfaction. If these are not the conditions in which you typically work, think about other leadership styles and behaviors that would better fit the subordinate and task characteristics. Path–Goal Theory contends that leaders should be able to use all the leadership styles and adapt their styles depending on the needs of the situation. To strengthen your achievement-oriented leader behavior, consider taking the following actions: Reflect on the last time you challenged someone to achieve a goal or complete a task. How did you challenge that person and how did they react? Why were you effective and why did this leader behavior work? Challenge followers to redefine their goals or the paths they want to take in achieving them, then assist them in determining the best path toward success. Some followers do not respond well to being challenged. When you determine that achievement-oriented leader behavior is not effective reflect on why that follower does not respond well to a challenge for your future reference.

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