Pros And Cons Of The Leader-Member Exchange Theory

This also helps also in boosting the employees’ morale in the organization (Allen,

Bauer, T. N. & Erdogan, B. (2015). The Oxford Handbook of Leader-Member Exchange. Oxford: Oxford University Press.

There are many benefits to a high-quality leader-member exchange relationship and can be cultivated in many ways. A LMX relationship needs proactive followers in order to be of high-quality. A proactive follower is someone who strives to be better by learning new skills, making the correct choices, and being well-balanced.

Leader-Member Exchange or LMX is different from other leadership theories because it focuses on the relationship between the leader and follower. LMX was originally called the Vertical Dyad Linkage (VDL)

Leader-Member Exchange (LMX) theory explains the two-fold connection and the communication between a leader and subordinate. In comparison to the other leadership theories, the LMX theory is different because it focuses on the distinct relationships between the leader and each follower and the dual alliance that they share.It determines the extent to which leaders and followers have common respect for each other’s skills, personally feel a greater sense of compatible trust, and have a good sense of responsibility to each other. My questionnaire scores were in the high range for completing the questions both as a leader and a follower. My scores regarding my relationship with myleader were very high, a 35. In describing my relationship with followers, my score was in the high range, a 29. Reflecting about my scores, I wasn’t surprised about the results. I feel that in the role of leadership, I would work tirelessly to provide a positive work environment as well as positive relationships with my followers.But, there remains an area where I could improve in communicating better with followers. Being an all-inclusive leader would ensure that no followers would feel isolated. This includes to always provide a level playing field and to establish an environment where followers are not observing but instead participating. This would lead to an equitable atmosphere and would improve the major points of the leader-member theory: respect, relationships, and work ethic.

This way, a manager or a leader will be able to not only understand these aspects about himself, but also to discover specific traits in the members of his team and peers, possibly helping to eliminate tension triggers at the work-place, making it a happier, more engaging and productive

Loyalty to company is not necessarily a priority for new workers and polarization I of workforce into two groups adds complexity to the situation.

However, a few studies researched LMX theory with leader’s sight. Exchange is bidirectional and cannot be finished just by one party’s work (Karen, 1087), such as trust should be built by both parties of relationships (Lioukas & Reuer, 2015). In practically, LMX theory will impact on both parties of relationship, which are leader and members (Wilson, Sin & Conlon, 2010, p. 359). This essay will be based on interviews, and pays attention to leaders’ view to understand LMX theory. There are two leaders

Within in this research paper, elaboration on the Leader-Member Exchange theory will be provided in regards to leadership. The research will pertain to organizational change, behaviors and characteristics of both the leader and followers, situational characteristics that could be applied to this particular theory, as well as the LMX theory in action from a personal standpoint.

Leader-Member Exchange or LMX theory is unlike other forms of management theory’s like skills approach and situational approach as example of two which are emphasis is based on the leader point of perception (Northouse, 2016). LMX theory is focused on interactions between leader and follower, this dyadic or sociologically significant relationship between two individuals exists in a dynamic exchange based on communication. This communication is exchanged in many forms and is not limited to verbal, written, and body language. Communication exchange between a leader and subordinate resulting in a flow of information, performance, job climate, innovation, organizational citizenship behavior, empowerment and so on, forming many aspects of an organization (Northhouse, 2016). LMX theory is a contemporary make-up of

I agree with the author when he says that organizations must understand the stress its employees are under and how they respond. This goes hand in hand with the way managers communicate to their employees. The upshot is that employees will feel some sense of belonging. They will feel part and parcel of the organization hence low chances of

Leader-Member Exchange Theory, also called LMX or Vertical Dyad Linkage Theory, describes how leaders in groups maintain their position through a series of tacit exchange agreements with their members. In-group and out-group In particular, leaders often have a special relationship with an inner circle of trusted lieutenants,

Leader-Member Exchange or LMX theory is unlike other forms of management theories like skills approach and situational approach as an example of two, which are emphasized, is based on the leader point of perception (Northouse, 2016). LMX theory is focused on interactions between leader and follower, this dyadic or sociologically significant relationship between two individuals exists in a dynamic exchange based on communication. This communication is exchanged in many forms and is not limited to verbal, written, and body language. Communication exchange between a leader and subordinate resulting in a flow of information, performance, job climate, innovation, organizational citizenship behavior, empowerment and so on, forming many aspects of an organization (Northhouse, 2016). LMX theory is a contemporary make-up of earlier

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment and a better job performance.