Path-goal theory forces scholars continually to ask questions regarding how a leader can motivate, satisfy, and fulfill followers needs. House (1996) stated that leaders, to be effective, engage in behaviors that compliment subordinates environments and abilities in a manner that compensates for deficiencies and is instrumental to subordinate satisfaction and individual and work unit performance (p. 323). Please answer the following questions based on a role reidentification for the leaders and the participation of followers and situations in shaping leadership.

Should a leader adapt his or her style to each individual, or to the work group as a whole? How can leaders simultaneously adapt their leadership styles to the development levels of individual group members and to the group as a whole?
How easy is it for you to vary your leadership style?
What is the followers role in path-goal theory? How can a leader find out what is rewarding to followers about their work?
What is the underlying assumption of expectancy theory? How does this pose a challenge for the leader?