Path Goal Leadership Case Study

The path-goal leadership style that Donna used was the directive style of leadership. McShane, Steen and Tasa (2015, p. 307) describe the directive style as a leadership style that is structured and specific. It involves specifying and providing psychological structure for the subordinates in terms of their job duties and also their performance goals. It also identifies how they are evaluated, rewarded and disciplined.

Based on how the employees reacted to Donna’s decisions, the directive style, as described by McShane, Steen and Tasa (2015, p. 307) was not appropriate in this situation. The first reason why it was not appropriate was because these assignments was extra work being added to the constables’ job duties in addition to their normal work. The constables will have to pick up the extra slack because of department
308) state that it is most appropriate to use the directive style of leadership when employees have an external locus of control. Those with an external locus of control believe that circumstances are out of their hands and depend on luck and fate. Those with an internal locus of control think the opposite and believe that they are the ones in control over their professional careers and destiny. When managing employees with an internal locus of control, they are typically happier with an achievement-oriented or participative leadership style. They have confidence that elements in their job environment are within their control and they like to be involved in events that concern them. It is likely that the majority of the constables in the case study have an internal locus of control, which was why they were unhappy with Donna’s choice of a directive leadership style. The constables have the mindset that they are in control of their work environment and did not enjoy being told what new job duties they were to perform. The directive style weakened their feelings of control over their