The Path-Goal Theory is a theory of leadership style created by Robert House. According to this theory, managers must provide assistance and motivation to their employees in order to help them achieve their goals. This can be achieved by rewarding employees when they achieve their goals, removing obstacles in their path that may prevent them from achieving their goals, and providing support. House believed that to do this, a leader must be achievement-oriented, supportive and values-based, and also be able to provide clarity of path and goals, facilitate work, facilitate interactions, take group decision-making, as well as representation and networking. The Path-Goal theory exercises both democratic and autocratic leadership styles. Managers who follow this theory let employees participate in decision-making and look to their staff for ways to help them improve and achieve their goals. House hypothesized that an employee's locus of control affects how they prefer to be directed by their manager. Locus of control is a measure of the extent to which a person believes they control their destiny through their own efforts. There are two types of control: internal and external. A person with an internal locus of control believes that they control their own destiny and a person with an external locus of control believes that external forces control their destiny (Kinicki 340). The path-goal theory states that employees with an internal locus of control prefer achievement-oriented leaders and that decisions are made as a group because this would allow them to have more control. The theory also states that employees with an external locus of control prefer the structure of a supportive and directive leader (Kinicki 458). House believed that a leader must determine his