According to the path–goal model, which style works best when employees lack abilities?

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BlackTom AI · Accepted Answer

In the path–goal theory, leaders choose their style based on the characteristics of the subordinates and the task. When employees lack abilities, their capacity to perform tasks correctly is limited, and they may require clear guidance and specific directions to understand what is expected. 
Option 1: Directive. This style provides explicit instructions, rules, schedules, and standards to follow, which helps overcome skill gaps and uncertainty for employees with low ability. It reduces ambiguity and clarifies the path to the goal, aligning effort with task requirements. 
Option 2: Participative. While involving employees in decision making can improve commitment and motivation, it tends to be more effective when subordinates have the ability to contribute meaningfully and when tasks allow autonomy. For those with low ability, waiting for input may slow progress and leave gaps in performance. 
Option 3: Supportive. This style is about showing concern and creating a friendly, encouraging climate. It helps with morale and stress but doesn’t directly address skill deficiencies or provide the necessary task guidance that low-ability employees need to perform effectively. 
Option 4: Achievement-oriented. This style emphasizes high standards and challenging goals, assuming that subordinates have the skills to meet them or can be developed to do so. For employees lacking abilities, setting high expectations without adequate direction can be demotivating or set them up for failure. 
Overall, the directive approach is the most appropriate when subordinates lack abilities because it directly clarifies what needs to be done, how to do it, and reduces uncertainty, enabling task completion despite skill gaps.

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According to the path–goal model, which style works best when employees lack abilities?

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