Application Of Path-Goal Leadership Theory And Learning Theory In A Learning Organization

Abstract

This paper used learning theory and path-goal theory to propose a learning leadership model. The practical side of these two theories is suitable for this proposed model, its agenda, and its tools for improving organizational learning. The model is based on the assumption that leaders need to develop their competences and the competences of subordinates by creating a continuous learning process through sharing, exchanging, and improving knowledge and experiences. The model states that learning leaders act as facilitators of the organizational learning process and adopt the right attitude to motivate subordinates for learning by removing obstacles and creating a learning culture.

Strategies during digital transformation to make progress in achievement of sustainable development by 2030

“…Indeed, establishing a learning system to create, improve and exchange knowledge, skill and experience can support health-care organizations to fortify transformation and facilitate sustainable development. Farhan (2018) opined that a culture of continuous learning could be achieved by educating individuals. According to one of the respondents, “Iterative approaches to exercise the learnings in one hand, and on the other hand, to create an experimental environment that employees can bring their ideas and share their knowledge can strengthen the empowerment process.”…”

Influence of Strategic Change Management on the Performance of County Development Projects in Meru County, Kenya

“…Path-goal theory, originally developed by Martin G. Evans in 1970 and later modified by Robert House in 1971, was designed to identify a leader's most practiced style as a motivation to get subordinates to accomplish goals (Farhan, 2018). Path-goal theory is primarily a theory of task and person oriented supervisory behavior which does not concern the leadership of entire organization, rather only the specified work unit with regards to achievement of a specific goal at a specific time (Rowold, 2014).…”

“…In this theory, leader behavior is acceptable and satisfying to the extent that the subordinates see such behavior either as an immediate source of satisfaction or instrument to future satisfaction (Farhan, 2018). The theory assumes that subordinate will be motivated if they think they are capable of performing their work, if they believe their efforts will result in a certain outcome, and if they believe that the payoffs for doing their work are worthwhile (Rowold, 2014).…”

“…According to this theory, a leader behavior is predicted to be motivational if: (1) it reduces roadblocks that interfere with goal accomplishment (2) it provides guidance and support needed by subordinates (3) it ties meaningful rewards to goal accomplishment (Saide, Indrajit & Najamuddin, 2019). According to path-goal leadership, the effectiveness of leader is influenced by the interaction of leader behaviors (directive, supportive, participative and achievementoriented) with two types of contingency factors including, subordinate characteristics and environment, that cause one leadership style to be more effective than another (Farhan, 2018).…”

“…Path Goal theory claims that the most successful leaders are those who keep their employees and subordinates motivated defining and making the path of work clear to them through their clear vision. Thus, leader role is to align individual goals with organizational goals and facilitate the achievement of such goals by encouraging them to achieve these goals, clarifying the path towards goal attainment and ensuring that goals are valuable to followers (Farhan, 2018).…”