Case Study : Eat Lunch Standing Up

The leader-member exchange theory often referred to as LMX, is a management theory which analyzes the relationship maintained between the manager or the leader and the members or subordinates within a group and organization. It further explains how this relation can either help the firm in growing or hold it back to its current position.

Before going through this journey of self-discovery, my view of leadership was accurately described by John C. Maxwell “ Leadership is influence.” (Maxwell, para. 25, 2012). I believed, before taking this class and Northouse’s (2013) assessments, leaders were defined by the extent to which they could influence others to achieve company goals. I thought that, when discussing leadership, the leader was the most important aspect of the leader-member dyad and that it was the leader who had the greatest influence over how successful the organization was. Leaders themselves, in my view, should have been the focus of leadership studies and it should have been up to the leader to develop his/her skills in

Adam and Phillip had a good leader-member exchange (LMX) relationship. It appeared that Phillip had established an in-group exchange relationship with his employees, which resulted in them having similar characteristics, one of which was a dedication to customer satisfaction. The benefits of having a good LMX relationship for the follower include more interesting assignments, greater authority, and tangible rewards such as pay increases. For the leader, benefits include increased effort and initiative of followers to carry out assignments and tasks successfully (Daft, 2015, pg. 54).

Abstract: There are numerous definitions of leadership, all of which contain elements related to people (the leader and the follower(s)), communicating in person or by the written word, actions (organizing, directing, coaching, and/or motivating), and for a purpose (meeting a goal(s) or accomplishing a task(s)) (ADP 6-22) (Fisher 2015) (Bolden 2013) (Hogan 2005). Additionally, everything done occurs within a given context. Effective leaders are poised, proficient, pertinent, and practical in the application of the art of leadership. This means leaders are ready to engage the group with effective methods and

In general, we are familiar with the quote managers do things right while leaders do the right things. In essence, the analytical versus the holistic approach of leadership addresses these two separate and distinct functions within an organization. For instance, a manager focuses on the daily operations of an organization with an emphasis on team delivery, budgeting, and supervising the employees. Contrarily, leaders within an organization focus their time on improvements and innovation. In particular, leaders can perform this function since they are not culpable for routine tasks and mired in the minutia. As a result, there is a misnomer that managers are leaders and leaders remain managers, but they are not exclusive. Therefore, being a manager and a leader requires different abilities and dispositions.

I tailor every interaction with my customers to their specific needs and desires by simply giving them a chance to talk and by asking a few simple questions.” This explains that a successful leader is constantly having to adapt to situations as well as current and future employees as well. The example of the car salesman reminds me of Fielder’s LPC theory. By being compassionate with the LPC’s or directing, the work professionals around the LPC are constantly evaluating how the leader commands and treats everyone on the employment

The role of the follower and the quality of the relationship itself are informally negotiated between followers and their leaders over time (Gils, Quaquebeke, & Knippenberg, 2009). Based on the LMX theory, leaders build a special relationship with an inner circle, or “in-group”, of followers, who often get high levels of responsibility and access to resources. The in-group members work harder and are more committed to task objectives. They are also expected to be totally committed and loyal to their leader. Conversely, other followers fall in the “out-group" and are given low levels of choice or influence. Aggression, sarcasm and a self-centered view are qualities seen in the out-group. The quality of the LMX relationship varies and is better when the challenge of the job is extremely high or extremely low (Graen et al., 1982).

In developing my leadership skills, I used my past experiences with the many leaders I’ve had and decided that I did not want to become that type of manager, or I wanted to adapt their leadership style as my own. The one lesson I’ve learned throughout my years of employment is that leaders bring their own biases into an organization. The Leader-Member Exchange (LMX) clearly identified the relationship

What Leadership theories covered in class are reflected in the book? Explain how, using examples.

The contents and assignment in this course has helped me understand the various theories of leadership and how different leadership styles can have a negative or positive effect on followers and organizations. The leadership theories helped me understand the concept of leadership better because it educates me on the different leadership options that are available. Leadership and followership is not based on specific characteristics. Leaders must draw from things and approaches to find the right style. A follower’s attitude determines the way a leader leads. According to Johnson (2011) “Being a good follower means ensuring your boss is supported, but only if he is making optimum decisions”.

From Mahatma Gandhi and Nelson Mandela’s charisma, to Winston Churchill and Martin Luther King’s intelligence and Steve Jobs’ analytical nature, there can be as numerous ways to lead as there are leaders (Crossman, 2010). Leadership is a hot debate both in the business world and other areas of the society. Throughout the world's, there have been as many leadership models as there have been their commentators (Burns & Peltason, 1966). Fortunately, psychologists and businesspersons have established useful frameworks that refer to the main ways of leadership.

My thoughts, assumptions and personal values on leadership have developed over many years, simply holding the title as leader or manager is much more than being able to actually lead, and this ability is not a quality that everyone has, good bad or indifferent. Over the past seven weeks I have developed and grown in my own leadership philosophies.

The first leadership theory Jamie Escalante demonstrates is Leader-Member Exchange theory. Jamie is waking the hall, looking for his classroom. Jamie enters the classroom, he sees the students standing and talking, he sees girls sitting in boys lap. Jamie tells the student to take a seat. They act like they don’t hear him talking. Jamie tell them again to take a seat, one girl makes a comment asking if the class can talk about sex. Jamie comment, “what one female student mentions could cost me my job.’ The students stop talking and start looking at Jamie and wondering what he is talking about.

* A direct and participative communication and meeting style is common, control is disliked and leadership is challenged to show expertise and best accepted when it’s based on it.

The first lessons were related to leadership and I was wondering what 's new here. I thought I knew a theory about leadership. After all, I am an author of a