Path-goal theory is a theory of leadership style created by Robert House. According to this theory, managers must offer assistance and motivation to their employees to help them achieve their goals. This can be achieved by rewarding employees when they achieve their goals, removing obstacles in employees' path that may prevent them from achieving their goals, and providing support. House thought that to do this a leader must be results-oriented, supportive and values-based, and also be able to provide clarity about path and goals, facilitation of work, facilitation of interaction, group decision making, representation and networking. Path-goal theory exercises both democratic and autocratic leadership styles. Managers who follow this theory allow employees to participate in decision making and look to their staff for ways to help them improve and achieve goals. House theorized that an employee's locus of control influences how they prefer to be led by their manager. A locus of control is a measure of how much a person believes they control their destiny through their own efforts. There are two control locusts: 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). Path-goal theory states that employees with an internal locus of control prefer results-oriented leaders and that decisions are made in a group context because it 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 should determine them