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Essay Available:
Pages:
4 pages/≈1100 words
Sources:
3 Sources
Style:
APA
Subject:
Social Sciences
Type:
Case Study
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 19.44
Topic:

Leader-Member Exchange Theory and the Political Fram

Case Study Instructions:

Module 3 – Case
LEADER-MEMBER EXCHANGE THEORY AND THE PLOITICAL FRAME
LELEADER-MEMBER EXCHANGE THEORY AND THE POLITICAL FRAME
Assignment Overview
Your learning objectives
• Define Leader-Member Exchange theory of leadership.
• Evaluate and discuss the criticisms, or weaknesses, of Leader-Member Exchange theory.
• Analyze an application of Leader-Member Exchange theory to practice.
Consider the following questions (and take notes) while you read:
• What is the foundation of Leader-Member Exchange theory?
• What are the criticisms, or weaknesses, of Leader Member Exchange theory?
1. Wayne, S. J. (2013). Leader Member Exchange Theory. In E. Kessler (Ed.), Encyclopedia of Management Theory (pp. 429–433). Thousand Oaks, CA: SAGE Publications Inc.
2. Power, R. L. (2013). Leader-member exchange theory in higher and distance education. International Review of Research in Open and Distance Learning, 14(4).
Consider the following questions (and take notes) while you read:
• What is the potential impact of Leader Member Exchange:
o in an educational setting?
o on communication in the workplace?
o on working relationships in the workplace?
3. Clemens, E. V., Milsom, A., & Cashwell, C. S. (2009). Using leader-member exchange theory to examine principal-school counselor relationships, school counselors' roles, job satisfaction, and turnover intentions. Professional School Counseling, 13(2), 75–85.
4. Turnage, A. K., & Goodboy, A. K. (2016). E-mail and face-to-face organizational dissent as a function of leader-member exchange status. International Journal of Business Communication, 53(3), 271–285.
Case Assignment
Use the readings to write a 4-page paper (excluding title page and reference list) that includes the following components:
A. Introduction
B. Describe the major components of Leader Member Exchange theory.
C. Discuss the criticism, or weaknesses, of Leader Member Exchange theory.
• Use the Power (2013) reading to discuss the potential weaknesses of Leader Member Exchange theory.
D. Reflect on the application of Leader Member Exchange to your current, or future, educational setting.
• Is this theory useful as a leader/manager?
• Is this theory useful to organizational success or student success?
• Use the Clemens, Milsom, and Cashwell (2009) and the Turnage and Goodboy (2016) readings to focus on the interaction of working relationships and communication with Leader Member Exchange theory.
E. Conclusion
Assignment Expectations
Your work should be written with the following points in mind.
• This paper should be at least 4 pages, not counting the title page and reference page.
• Provide a clear introduction that orients a reader to the essay main content and the main points discussed.
• Include a well-developed, well-balanced essay body that develops each point in its own paragraph.
• Include a concise conclusion that summarizes the entire essay.
• Include at least three references. Quoted material should not exceed 10% of the total paper (since the focus of these assignments is critical thinking). Use your own words and build on the ideas of others. When material is copied verbatim from external sources, it must be enclosed in quotes.
• Cite references within the text and also list them at the end of the assignment in the References section. Follow the APA Style® format; see www(dot)apa(dot)org.
• Provide at least one in-text citation for each reference.
• Include a reference page which follows APA style.
• Organize the essay in a clear and coherent manner.
• The paper should be double spaced with font size of 12.
• Your writing should:
a. Be clear, logical, and precise.
b. Have breadth and depth.
c. Show critical thinking skills.
• Follow the ATTACHED SAMPLE RESEARCH PAPER INSTRUCTIONS INCLUDING REFERENCES FORMATTED WITH A HANGING INDENT AND DOUBLE SPACE.
Topic should read as below:
Running head:
LEADER-MEMBER EXCHANGE THEORY AND THE POLITICAL FRAM

Case Study Sample Content Preview:

Leader-Member Exchange Theory
Name
Institution
Due Date
Leader-Member Exchange Theory
Introduction
Leader-member exchange theory is also known as LMX or vertical dyad linkage theory. The theory ‘focuses on the nature and quality of the relationships between a leader and his or her subordinates,’ CITATION Pow13 \l 1033 (Power, 2013). It is grounded on the assumption that all managers do not treat and perceive each member of their teams in the same way. Some are accorded special treatment and are relatively close to the manager than others. The difference in the way the manager treats the two factions of his/her team affects their performance, motivation levels, performance, and productivity. The careers mobility of members in either faction is varied. The group which is trusted by the manager is likely to get bigger assignments, promotions, etc. while the other group less likely to receive opportunities for growth and development. The manager intentionally and subconsciously divides his/her workforce into two groups by analyzing the competence of each. The better performers are handed more challenging assignments, have a stronger and more cordial relationship with the managers, and they are hard workers.
Major Components of the Leader-Member Exchange Theory
The theory states that each member of the team must go through three key stages.
Role taking – this is when a new member joins the group. The manager keenly assesses the member’s skills and abilities.
Role making – the new members are assigned tasks and roles as members of the team. The expectation is that they will work hard and be reliable and dependable. The manager now sorts the members into two groups in this section depending on his/her perception of the members’ abilities and skills.
In group- This is the members who have proven to be reliable, dependable trustworthy, loyal and skilled. The manager trusts this group, and he/she is very close to them. He accords the group more attention, gives them more work and enlists them for interesting projects.
Outgroup – This group fails to earn the trust of the manager. The manager perceives them as unmotivated, incompetent, unreliable and untrustworthy. Members of this group are less likely to receive career development and advancement opportunities. Their work is mostly restricted and unchallenging and has a relatively strained relationship with the manager.
Routinization -this is the last stage according to the theory. Routines are established and a ‘status quo’ emerges. Members in the ingroup work hard to maintain the perception they have earned form their manager. They also draw nearer to the manger and form stronger bonds. Members of the outgroup seem to continue to have a strained relationship with their manager. They distrust and dislike the manager and often the people of the ingroup. These members are likely to switch to other departments or leave the organization altogether.
Criticism & Weaknesses of Leader-Member Exchange Theory
The theory has been criticized for its inherent potential to alienate subordinates and to fail to account for group dynamics and social identity CITATION Pow13 \l 1033 (Power, 2013). Social ident...
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