LPC theory and PATH GOAL theory
LPC Theory (Least Preferred Co-worker Theory)
• Developed by: Fred Fiedler.
• Focus: Identifying a leader’s style and matching it to the situation for effectiveness.
Key Concepts:
1. Leadership Style:
• Determined by the LPC Scale. Leaders rate their least preferred co-worker (LPC)
using a questionnaire.
• High LPC Score: Relationship-Oriented (values team harmony and collaboration).
• Low LPC Score: Task-Oriented (prioritizes goals and task completion over
relationships).
2. Situational Factors:
• Leader-Member Relations: Trust and respect between leader and team.
• Task Structure: How clear and structured the tasks are.
• Position Power: The authority of the leader to reward or discipline.
3. Effectiveness:
• Task-Oriented leaders succeed in situations that are either very favorable (everything
is running smoothly) or very unfavorable (things are chaotic).
• Relationship-Oriented leaders thrive in moderately favorable situations where some
guidance and collaboration are needed.
Example:
• A task-oriented leader like Alex might be ideal for a high-stakes project with tight
deadlines and clear objectives, such as launching a new product within a month.
• A relationship-oriented leader like Sam would do well in a moderately favorable
situation, such as resolving conflicts in a team working on a long-term research
project.
Path-Goal Theory
• Developed by: Robert House.
• Focus: How leaders motivate their teams to achieve goals by clarifying the path,
removing obstacles, and providing support.
Key Concepts:
1. Leadership Styles:
• Directive: Provides clear instructions and expectations.
• Example: A leader guiding a new employee through a complex task step by step.
• Supportive: Focuses on the team’s emotional well-being.
• Example: A leader offering encouragement during a stressful period.
• Participative: Involves team members in decision-making.
• Example: A leader asking for input from team members before finalizing a marketing
strategy.
• Achievement-Oriented: Sets high standards and pushes for excellence.
• Example: A leader encouraging a sales team to exceed their targets.
2. Factors Influencing Leadership Effectiveness:
• Subordinates’ Characteristics: Different team members may need different
approaches based on their confidence, skills, and preferences.
• Task Characteristics: Tasks that are repetitive, complex, or unstructured influence
which leadership style is most effective.
3. Effectiveness:
• When leaders adapt their style to the situation and team’s needs, it boosts
motivation, satisfaction, and performance.
Example:
• If a software development team is struggling with a tight deadline:
• A directive leader might break the project into smaller tasks and assign specific
responsibilities to each member.
• A supportive leader could ensure the team stays motivated by recognizing their hard
work and addressing stress.
Comparison with Examples
Application:
Both theories provide valuable tools for leaders:
Use LPC Theory to assign the right leader to a situation.
Apply Path-Goal Theory to adapt leadership styles to team needs and challenges.
