LMX Theory Essay Example | Topics and Well Written Essays - 1000 words

LMX Theory - Essay Example He or she may have a quality relationship with other subordinates of the group that could be characterized by warmth, trusting and open that could make followers group and could also have poor relationship with others that could characterized by coldness and suspicion which makes the followers hold back. It is the leader who initiates the relationship and through this exchange, could influence the degree of a subordinate’s relationship that could make them an in-group or an out-group. Leaders have close subordinates and are considered the in-group and their role in the group can be elevated to the degree of â€Å"trusted lieutenant† (Lunenburg, 2010 pg. 2). In effect, in-groups would be able to have greater latitude and influence in the process of decision making and enjoys the open communication from the leader. He or she may be given bigger responsibilities and more benefits to enjoy. The out-group members on the other hand are supervised according to the formality of their employment. The leader exercise his or her leadership not through the quality of relationship as enjoyed by those in the in-group but rather by the implicit relationship between a leader and a subordinate and exercises leadership as dictated by job function and does not extend beyond what is stated in the formalities of employment contracts. In sum, out-group members are treated as regular employees and only do what they are supposed to do as employees. The Leader-Member Exchange posits that relationships between leaders and subordinates go through the stages of role-taking, role making to routinization. Role-taking is the first stage when the manager’s first assesses the new member’s skills and other abilities as he or she joins the group. Role-making then follows where the leader assigns the new member either as part of in-group or out group. The members of the in-group are the trusted lieutenants of the leader whose relationships are characteristically positi ve. Often, they have the similar or share same personality with their manager. Out-group are those members who is outside the grace of the leader and whose job are not as rewarding as those who are in the in-group. The leader also deems those in the out-group as less capable. Finally, relationships are established in the routinization stage where the categorization of roles becomes self-fulfilling. In-group continues to work to maintain their status in the group where the managers delegates more responsibilities and groomed to advance in the corporate ladder while the out-groups receive casual treatment from the manager. II. Provide the results of your complemented questionnaire Score: 22 Low LMX: 20-24 III. Describe what you learned that you can apply to you leadership practice The exercise made me realized that my relationship with my leader falls into the category of low LMX. Our interconnectedness or dyad of relationship falls in the neutral and therefore, can be taken as based on the contractual nature of my employment. My leader is neither warm nor cold to me, nor trust or distrust me not initiates grand action that will make me believe him. It is basically grounded on the principle that if I do my job, I will be okay. Basically, my relationship to him is based on my job and falls on the out-group of LMX. This explains why I am not attached to the leader and to the organization because I felt that I am just an employee there whose