OGL 300: Theory Matrix
Comparing Leadership Theories
In the table below, fill in the blanks:
Jasper Cabigas
OGL 300: Theory Matrix
Comparing Leadership Theories
March 30, 2024
Path-Goal Theory Leader Member Exchange
Leader This theory is not leader- This theory emphasizes that
centered in the traditional sense, leadership is a shared responsibility
but it does place a high value on for a successful team dynamic. While
the leader's ability to assess leaders initiate exchanges, set
situations, understand follower expectations, and prioritize building
needs, and adapt their leadership strong relationships with team
style accordingly. Leaders who members, the quality of these
can do this effectively are more relationships ultimately depends on a
likely to have motivated, two-way street. Effective LMX leaders
satisfied, and high-performing adapt their style to individual needs
teams. and are mindful of how their
interactions are perceived by their
team members.
What are the implications of this theory (or approach) on the leader?
For example, how is it (or, is it not) leader-centered, and what does it tell us about the leader
and/or the leader’s part in the process of leadership?
Follower This theory highlights a more This theory focuses on leader
reciprocal relationship between initiation and it highlights a two-way
leader and follower. Effective street for success. Followers can
leadership hinges on the leader significantly impact the quality of the
understanding follower needs, relationship through their
but it also relies on followers receptiveness, proactive
being clear about their own goals communication, and overall
and actively participating in the engagement, ultimately influencing
process. their own satisfaction and
OGL 300: Theory Matrix
Comparing Leadership Theories
In the table below, fill in the blanks:
Path-Goal Theory Leader Member Exchange
performance.
What are the implications of this theory (or approach) on the follower?
For example, how is it (or, is it not) follower-centered, and what does it tell us about the follower
and/or the follower’s part in the process of leadership?
Context This theory suggests the leader- This theory underscores the leader-
follower relationship is dynamic, follower relationship as existing
not static. The context can within a broader contextual
change over time, meaning the framework. Factors such as the
leader needs to continuously formality of the setting, the
assess situational factors and complexity of tasks, and even team
adjust their leadership style dynamics can all influence how LMX
accordingly. For example, a relationships develop and function.
leader might use a more Leaders who possess a nuanced
directive approach during an understanding of this interplay are
emergency but shift to a more better positioned to cultivate strong
supportive style for routine tasks. LMX ties within the specific context
they operate in, ultimately fostering a
more engaged and productive work
environment.
What are the implications of this theory (or approach) on the context?
For example, how does the theory (or approach) characterize the situation surrounding the leader-
follower relationship (i.e., formal or informal, social or work, dynamic or static, emergency or
routine, complex or simple, task-oriented, relationship-oriented, etc.).
Process This theory is the exchange This theory creates a more engaged
between leader and follower. and motivated workforce. "In-group"
This exchange focuses on members with high-quality
clarifying goals, providing relationships receive more
support, and communicating challenging work, development
needs. The quality of the opportunities, and autonomy. This
relationship between leader and can lead to better decision-making
follower directly impacts the and problem-solving, ultimately
effectiveness of these exchanges. guiding goal attainment.
Strong relationships built on
mutual trust and respect
OGL 300: Theory Matrix
Comparing Leadership Theories
In the table below, fill in the blanks:
Path-Goal Theory Leader Member Exchange
facilitate open communication
and a willingness to adapt
leadership styles.
What are the implications of this theory (or approach) on the process of leadership, i.e., the act
of leadership?
For example, who is doing the leading and following, how is influence being exerted, is it
one-way or reciprocal in nature, how is goal attainment being guided, what (if any) are the
exchanges taking place, how are relationships characterized and/or what are they based
on (e.g., high quality, respect, work)?
Outcomes This theory ties leadership styles This theory shows strong leader-
to follower outcomes. When follower relationships lead to better
leaders tailor their approach individual and organizational
(directive, supportive, performance, while weak
participative, achievement- relationships cause dissatisfaction,
oriented) to follower needs and turnover, and conflict. However,
situations, positive results can context matters, and leaders can
follow. build strong relationships with all
followers for a more successful team.
What are the implications of this theory (or approach) on outcomes (or results)?
For example, what can be included as arising from the interplay between the leader, follower, and
situation (context), i.e., trust, group cohesion, affection, job satisfaction, job performance,
organizational performance, individual performance, etc.
