Exploring Path-Goal Theory and Leader-Member Exchange in the Context of Supportive Leadership
After reading chapters six and seven of Northouse’s book, I think that his Path-Goal Theory’s emphasis on leadership behaviors and the Leader-Member Exchange (LMX) Theory’s focus on the quality of relationships between leader and subordinate to be fascinating. Both theories provide avenues for leaders to go down in order to motivate employees to do a task or job. This motivation is crucial in a workplace setting where employee engagement and productivity are directly linked to leadership approaches. By understanding and implementing these theories, leaders can significantly enhance workplace morale and effectiveness.
The path-goal theory is a method that innately provides supportive leadership and its most important task is “to use a leadership style that best meets followers’ motivational needs” (Northouse, 2022, p 132). In addition, the path-goal theory’s approach to supportive leadership is interesting because the leadership behaviors dictate the success of the leadership style. Leaders must be adaptive in their approach, ensuring they meet the specific needs of their team members. This adaptability fosters a responsive and engaged workforce, ultimately leading to higher job satisfaction.
In other words, supportive leadership “consists of being friendly and approachable as a leader and includes attending to the well-being and human needs of followers,” illustrating the vital aspect of putting people first to create a friendly and inclusive environment (Northouse, 2022, p. 135). which involves showing concern for a follower’s well-being and creating a friendly work environment. A work environment that prioritizes employee well-being often results in increased loyalty and reduced turnover rates. This highlights the importance of emotional intelligence in leadership, as leaders who understand and respond to their employees’ needs can create a more harmonious workplace.
There has been research conducted to show that supportive leadership can improve employee satisfaction as well as performance by letting your employees know his or her value (Haeckl & Rege, 2023, p. 348). When employees feel valued, they are more likely to be engaged and take initiative in their roles. Effective leaders recognize that a culture of appreciation fosters both professional growth and a sense of belonging among employees.
In the Bible, there is a story where Paul encourages believers to “encourage one another and build each other up,” suggesting that everyone should be supporting each other and providing a keen sense of community. The aforementioned scripture illustrates the importance of having a community that builds you up, especially on the foundation of Christ (New International Version, 1978/2018, 1 Thessalonians 5:11). This principle of mutual encouragement and support can be directly applied to leadership, where fostering strong relationships and positive reinforcement can drive collective success.
Furthermore, there is a portion of the LMX theory that supports the concept that “positive LMRs (high LMX) reflect the mutual trust and honesty that develops between a leader and member over time,” illustrating the need for a lead to have a high-quality leader-member exchange (London, Volmer, & Zyberaj, 2023, p. 275). Trust and honesty are key factors in maintaining effective workplace relationships and ensuring that employees feel comfortable and motivated. Without these elements, organizations may experience decreased morale and increased workplace conflict.
The Bible provides many examples of high and/or low-quality leader-member exchanges. For example, King Solomon is described to be a leader who sought God for wisdom rather than power; his leadership approach supports the kings who exemplified or failed to embody supportive leadership traits. Leaders who prioritize wisdom over personal gain tend to make decisions that benefit their people, reinforcing the idea that leadership is about service rather than control.
King Solomon is a leader who seeks God for wisdom in order to lead his people appropriately. His approach aligns with path-goal theory by illustrating how knowledge can serve both other people and himself (Northouse, 2022, p. 24-25). This alignment demonstrates that effective leadership is deeply rooted in ethical considerations and the pursuit of wisdom for the greater good.
In conclusion, both Path-Goal Theory’s supportive leadership style and LMX Theory’s focus on relationship quality are vital for leadership practice today. These theories provide frameworks that guide leaders in creating positive and productive work environments. By integrating these leadership principles, organizations can foster stronger relationships, increase employee satisfaction, and ultimately drive success.
Sample Topic: The Role of Supportive Leadership and Leader-Member Exchange in Effective Leadership
References
Haeckl, S., & Rege, M. (2024). Effects of supportive leadership behaviors on employee satisfaction, engagement, and performance: An experimental field investigation. Management Science, 71(1), 347-365.
London, M., Volmer, J., & Zyberaj, J. (2023). Beyond LMX: toward a theory-based, differentiated view of leader–member relationships. Journal of Managerial Psychology, 38(4), 273-288.
Merida, T., Platt, D., & Akin, D. L. (2015). Exalting Jesus in 1 & 2 Kings. Holman Reference: B & H Publishing Group.
Northouse, P. G. (2022). Leadership: Theory and practice. SAGE Publishing.
The Holy Bible: New International Version. (2005). Zondervan.
