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The theory was developed by Robert House and has its roots in the expectancy theory of motivation.
Directive: Here the leader provides guidelines, lets subordinates know what is expected of them, sets performance standards for them, and controls behavior when performance standards are not met. Supportive: The leader is friendly towards subordinates and displays personal concern for their needs, welfare, and well-being. Participative: The leader believes in group decision-making and shares information with subordinates. Achievement-oriented: The leader sets challenging goals and encourages employees to reach their peak performance. According to the theory, these leadership styles are not mutually excusive and leaders are capable of selecting more than one kind of a style suited for a particular situation.
The theory states that each of these styles will be effective in some situations but not in others. Characteristics of work environment: These include factors such as task structure and team dynamics that are outside the control of the employee. When team cohesiveness is low, a supportive leadership style must be used whereas in a situation where performance-oriented team norms exist, a directive style or possibly an achievement-oriented style works better. The theory has been subjected to empirical testing in several studies and has received considerable research support.
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He consults his subordinates on important decisions related to work, task goals, and paths to resolve goals. For example, if followers are high inability, a directive style of leadership may be unnecessary; instead a supportive approach may be preferable. For example, for employees performing simple and routine tasks, a supportive style is much effective than a directive one.
Leaders should apply directive style to counteract team norms that oppose the team’s formal objectives.
This theory consistently reminds the leaders that their main role as a leader is to assist the subordinates in defining their goals and then to assist them in accomplishing those goals in the most efficient and effective manner.
Directive leadership :- leader gives instructions, expectations, time lines, rewards norms, clarify the rules and regulation as applicable and monitor their performanceb. The leaders help group members in attaining rewards by clarifying the paths to goals and removing obstacles to performance. Similarly, the participative style works much better for non-routine tasks than routine ones. This theory gives a guide map to the leaders about how to increase subordinates satisfaction and performance level.

Supportive Leadership :- leader is friendly and approachable, attends to the well being of subordinates, and treats everyone as equalsc.
They do so by providing the information, support, and other resources which are required by employees to complete the task. Assumption of this theory is "Leader need not always be born, but can be made also” c. The path goal theory founded on the belief that it is the Leader’s job to assist followers in attaining their goals and to provide necessary direction or support to ensure that their goals are compatible with the overall objective the group or organization. Participative Leadership :- leader invites subordinates to give ideas, share opinions and integrates their suggestions into the decision making processd. Inspirational Motivation - leaders who communicate high expectations to followers and inspire them through motivation to become committed to and a part of the shared vision.c. Achievement-Oriented Leadership :- leader challenges subordinates to perform at the highest level possible. Intellectual Stimulation - leadership that stimulates followers to be creative and innovative and to challenge their own beliefs and values as well as those of the leader.d.
Individual consideration - leaders who provide a supportive climate in which they listen carefully to the individual needs of the followers.

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leadership theories in nursing 8th

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