Putting it all together..
Leadership Skills
Interpersonal Skills
Intrapersonal Skills
Leadership Skills
 Motivating talent
 Developing &
communicating vision
Goal setting
Persuasion
 Persistence
Interpersonal Skills
 Social Skills
 Self-monitoring
 Self Control
Intrapersonal Skills
 Emotional Stability
 Self Control
• Attitudes toward
authority
• Learning style
Teaching Method
Lecture
Self Assessment
Role Play
•House (1996)
Leadership
Quarterly
•Leadership
behaviors
•Pat Howard
Leadership Ex
Goals of Pat Howard Leadership
Exercise
1. Supervisors (Pat Howards) display
different types of leadership behaviors
based on the needs & abilities of the three
different subordinates (Chris, Jan, Fran)
2. Subordinates evaluate effectiveness of three
different supervisors’ leader behaviors
3. Supervisors obtain comparative feedback
4. Both roles need to control own preferences
for leader behavior
Pat Howard Leadership Exercise
• Each team has 6 students:
– 3 are “Pat” the supervisor roles, 3 are different
subordinates (Chris, Jan, Fran)
• Pat Roles plan strategy of meeting with different
subordinates
• Pats meet with Chris, Jan, Fran
• After each meeting, subordinates evaluate Pat & Pat
complete self evaluation of leadership behavior
• After all 3 meetings, Pats get feedback from each of
the subordinates (Chris, Jan, Fran)
• If time permits, round 2 (supervisors and
subordinates switch roles with new information)
Basic Idea of House’s Theory
Different kinds of
Leader’s Behaviors
•Align emp. goal with org. goal
•Clarify path to achieve goal
•Use appropriate behaviour
•Supportive
•Directive
•Achievement
•Participative
Amount of Subordinate’s
Motivation
•Motivation=Effort
•intensity: How hard
one works
•length: How long
one works
Kinds of Leader Behavior that
Increase Subordinate Motivation
Directive (path goal clarifying)
Supportive
Achievement
Participative
To understand why path goal clarifying
behavior is motivating, consider why
subordinates may not motivated
Role
Ambiguity
• Role Ambiguity=Lack of clarity on
– what is expected
– How one’s performance will be
evaluated
– Criteria for evaluation
Motivation
Path goal clarifying (directive) behaviors
• Clarify what the performance goals are
• Instructs how to effectively carry out tasks to
accomplish goals
• Identify what standards will be used to judge
performance
• Schedule & coordinate work
• Clarify rules, procedures, policies
• Allocate reward & punishments based on
performance
Describe & Plan Directive Behavior
• Describe how you displayed or should have
displayed path-goal clarifying behaviors to your
subordinates.
•
•
•
•
Performance Feedback exercise (Flintstones)
Salary Negotiation
Chris the Donut Company Manager
Vleader
• Students write individual plan for Pat
Howard…
– Of the three subordinates, who needs path-goal
clarifying behavior? How will you display it?
The definition of path goal clarifying
behavior implies that it reduces ambiguity
Path-Goal
Clarifying
Behavior
Reduces
Ambiguity
Motivation
Some contingencies
• Novel Roles
• Subordinates with low ability
• Those with low tolerance for ambiguity prefer
path-goal clarifying behaviors
Novel roles may foster role ambiguity
• When subordinate are new to their roles,
they may perceive those roles as being
ambiguous, path goal behaviors are only
effective for those new subordinates
Path-Goal
Clarifying
Behavior
Role Ambiguity
Novelty of Role
Motivation
Low ability may foster role ambiguity
• When subordinate are low in ability they
may perceive their role as being ambiguous
and path goal behaviors may only be
effective for those low ability subordinates
Path-Goal
Clarifying
Behavior
Role Ambiguity
Subordinate Ability
Motivation
Relative effectiveness of Path goal clarifying
behaviors in increasing motivation depends
on two contingencies
Novelty
of role
Sub
Ability
Role
ambiguity
Employee
Motivation
Leader
clarifies role
(path & goal)
What’s next...
Directive (path goal clarifying)
Supportive
Achievement
Participative
What are Supportive Behaviors
• Show concern for welfare
• Create a friendly and supportive environment
How Supportive Behaviors affect Subordinates
Builds self confidence
Builds social satisfaction
Supportive
Behavior
Reduces Stress
Alleviates frustration
Describe and Plan Supportive Behaviors
• Describe how you will display or should have
displayed supportive behaviors to your
subordinates.
• Flintstones
• Salary Negotiation
• Chris
– Which email needed supportive behavior? How did you display it?
• Students write individual plan for Pat Howard
– Of the three subordinates, who needs supportive
behavior? How will you display it?
What’s next...
Directive (path goal clarifying)
Supportive
Achievement
Participative
What are Participative Behaviors
• Encouraging subordinates to influence how
decisions are made, how work is done
How Participative Behaviors affect Subordinates
Clarify links between effort,
performance & rewards
Participative
Behavior
Increase congruence between
organizational & individual goals
Enable subordinate autonomy
Increase subordinate’s involvement
& commitment
Describe & Plan Participative Behaviors
• Describe how displayed or should have
displayed participative behaviors to your
subordinates.
• Flintstones
• Salary Negotiation
• Chris the Donut Company Manager
• Students write individual plan for Pat Howard
Some contingencies
• Internal locus of control prefer participative
behaviors
What’s next...
Directive (path goal clarifying)
Supportive
Achievement
Participative
Achievement Oriented Behaviors
•
•
•
•
Set challenging goals
Look for improvement
Focus on excellent performance
Demonstrate that you are confident that
subordinates can achieve the high standards of
performance you set
How Achievement Oriented
Behaviors affect Subordinates
Achievement
oriented
Behavior
Make subordinates to work to
achieve higher performance levels
Increase subordinate confidence
to meet challenging goals
Describe & Plan Achievement Behaviors
• Describe how displayed or should have
displayed Achievement behaviors to your
subordinates.
• Flintstones
• Salary Negotiation
• Chris the Donut Company Manager
• Students write individual plan for Pat Howard
To summarize…
Directive
Specifies how
to do achieve goal
Supportive
Encourage when
faced with setbacks
Achievement Sets goals
Participative Involves
subordinates
For those in Pat Howard Role….
• How easy/difficult was it for you change your behavior
w/different subordinates?
– What leadership style (s) should be most effective for
each of the subordinates? Why?
• Compare the leadership style you think you used with
the one you should have used given your subordinate’s
characteristics vs. feedback
• What aspects of your self (need for affiliation, need for
power etc, self monitoring, task-oriented leadership
style) influenced your ability to vary your leadership
behavior
For those in Subordinate Role
•
•
•
What leadership style (s) should be most effective for
your role? Why?
What differences did you observe in the behavior of
the different supervisors?
– What made some supervisors more effective than
others?
How did your preference for certain styles (e.g., due
to your internal locus of control/low tolerance for
ambiguity) prevent you from effectively assessing the
supervisor and/or from playing your role effectively
Implications of Pat Howard Exercise

Difficulty being flexible w/different
subordinates while not appearing to be
inconsistent, fake, or unfair
 Leader’s style changes w/the same
subordinate over time (e.g., Chris McBride)
 To be effective leaders, one needs to tailor
one’s behavior to specific situational factors
Sample student answers
See Notes section of this slide