The Theory Of Theory And Theory

The Jake’s Pet Land case study is an example of leadership and follower situations, highlighting the key points of each role within an organization. This case is a study on how the leader-member exchange (LMX) impacts the outcomes of workplaces. According to Daft, LMX is individualized leader model that explores how the relationship between leader and follower develops over time and how the quality of the exchange relationship affects outcomes (Daft, 2015, p. 54). The LMX in many cases is the foundation an organization is built upon, because of this comes a great understanding between management and subordinates. There is a massive difference between being a manager and an effective leader, and throughout Jake’s Pet Land case study this notion is very evident.

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.

Roy believes nursing as a key player to help patients to develop coping mechanism and positive outcome from the constant stimuli exposure. Roy’s goal is for the patient to achieve adaptation leading to optimum health, well-being, quality of life, death with dignity, and finding in life by participating in their own care (Roy & Andrews, 1999.)

1. Describe the racial disparities in the criminal justice system. Why is their disparity in the CJS?

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).

According to the leader-member exchange theory the relationship between leader and the member develops over a period of time.

Is it Testable? Reading the book of Communication Theories in Action puts more emphasis on the testing of a theory as the only way to make it stand out. People, either educated or not educated tend to give trust on things which are tested before they choose or decide using a particular thing. Now the same concept applies to theories. Juliana writes, “Testability asks whether the claims advanced by a theory can be investigated to determine their accuracy” (p.42). Reading these words justifies that a well testes theory is the one trusted when used in different

Handbooks, by their very nature, serve to define a field of study, to map out, at least for a time and for at least some scholars, the analytic parameters, key figures, perspectives, concerns associated with the field (Ritzer, G., & Smart, B. (Eds.). (2008).

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.

Leader-member exchange (LMX) theory, and distributive leadership theory are new leadership theories. LMX focuses on the relationship of the leader and the follower and how this impacts individual and organizational performance (Duncan & Herrera, 2014). Distributive leadership theory promoted sharing leadership across teams and locations by driving cross-functional alignment to common organizational strategy and goals (Jones, Lefoe, Harvey, & Ryland, 2012). This paper compares and contrasts distributive leadership and leader-member exchange methods, reviews both in relation to large multinational corporations as well as small businesses, and implications for diverse organizations to consider when adopting LMX and distributed leadership.

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,

You have just been promoted to supervisor of a large department in your company. The previous supervisor was terminated because of low morale and performance of his department. You had been attending night school to earn your bachelor's degree in management and remember, from one of your courses, how important it is to listen to your employees. Before coming in and making wholesale changes, you have spent the first several weeks on the job meeting casually with each employee about his or her views on the company, the department, and his or her own work efforts. Although you receive a lot of varying feedback, one common thread of employee concern is the very autocratic approach that the former supervisor used when dealing with his

Douglas McGregor 's XY Theory, managing an X Theory boss, and William Ouchi 's Theory Z

Scholars have advanced plethora of views and theories in a bid to provide an explanation of the wide ranging multifaceted ideas of how social life is organized (KolIak: 1985, P. 223). On the other hand, a theory is a set of ideas, which provides as explanation for something. This is in view of the fact that

Douglas McGregor, a social psychologist in the 1960’s, developed two theories for workplace employees (Theory X and Theory Y, 1996-2016). Theory X describes employees as unmotivated, irresponsible, they need to be controlled, and they dislike working. Theory Y describes employees as responsible, enthusiastic, motivated, and imaginative. As an employee, not in a Management position, I can say I appreciate a manager who follows the Theory Y description. Since I feel that way as an employee, I will strive to be that type of Manager. I will participate, guide, lead, and motivate my employees to want to do a good job, and truly love what they do every day. I do believe that there are many employees in the workforce who do not like to work. When I come across someone with these characteristics, it will be my job to change their views. A low dose of responsibility will most likely motivate people to do better. Unfortunately, there are still many people who have the pessimistic view on life, and nothing will change their ways. Participating and interacting with employees on a day to day basis shows your interest in their role. I can understand how applying Theory Y in large organizations may be difficult, but with the right management in place, each department can be managed with Theory Y roles. I believe many companies give up on the chance to give their employees the responsibility because it is easier to control and direct without consideration or involvement from the