Prescriptive Aspects of LMX Theory. Cite the

¶ … prescriptive aspects of LMX theory. Cite the source IN TEXT. (create a section of the paper for each of these aspects AND USE THE QUESTIONS AS HEADINGS) LMX theory can be viewed from both a descriptive and prescriptive vantage points and in each case there is a dyadic relationship between the leader and their followers (Northouse, 2010). There can be both in-group and out-group relationships between the leader and their subordinates that represents a descriptive use of the concept.

The in-group members are willing to do extra work and are more dedicated than the out-group type of subordinates. Because of this it is common for leaders to give this type of followers more of an empowered role in which they have more responsibility and can do more without being micromanaged. By contrast the out-group type of employee will need to be monitored more closely and will work more along the lines of their job description or contract without putting in any extra effort in their roles with the organization.

The prescriptive aspect was introduced by Graen and Uhl-Bien (1991) and states that effective leadership will attempt to make all subordinates evolve into the in-group type of relationship. This approach focuses on the relationships between the leader and the follower and prescribes that a leader constantly work on building relationships and providing trust to employees that can empower them to go beyond the out-group type role.

The prescriptive aspect of the theory also suggests that leaders should treat both groups in roughly the same way and that with effort the out-group individuals can be nurtured into filling an in-group type role in the organization or group. b. why might this theory be considered the most challenging theory for a leader to face? This leadership model can be viewed with some initial hesitance because it separates the treatment of individuals based on their level of dedication or group status.

Different people will receive different kinds of treatment which is opposed to what people believe is moral or fair and believe that every person should be treated the same by a leader. It challenges them to focus on the importance of communication and try and not let them automatically label employees as either in-group or out-group but challenges them to attempt to provide a fair and equal workplace environment (Northouse, 2010). c.

Use at least one of the cases from end of the chapter as an example for explaining the usefulness of the theory. In the case 8.2 (p. 161), Jenny the leader at a medium-sized mortgage company represents some one that seems to use the prescriptive perspective of the LMX theory. The book gives an example of one activity that she did with her employees to keep their efforts fair and balanced and pushes each one to contribute their own individual efforts towards organizational goals.

She got a stained glass wall hanging piece and separated the pieces among all the employees. She asked them to come before the group and state what they like best about the company as well as what they have contributed in the last year. Then she hung the piece on the wall as a reminder to everyone that worked there. This seems like a prescription for a fair and balanced approach to building a cohesive group that functions well. d. complete the instrument at the end of the chapter.

What does it suggest about your relationship with either your boss or a subordinate? I scored a 29 which that I have a high-functioning relationship with the leader of my group. If the score would have been one point higher, then this relationship can be considered very high functioning. e. If you, as a follower, initiate a dialogue with your manager that improves your score on one or more of the areas listed in the instrument, would that be considered leadership on your part? Explain your answer.

In this model it would be considered to more of an in-group type relationship than the subordinate illustrating leadership. The subordinate could be acting in a way that many would view as leadership, but in regard to the model the individual would be illustrating in-group behaviors and motivations. d. In the chapter on Transformational Leadership, Kouzes and Posner's found the following five practices/traits as aspect of leaders when they were at their best.

Which two of these below are strengths of yours when you at your best? Give an example from one of your most satisfying experiences. They include: 1. Modeling the way.. walking the talk.. 2. Challenging the process... constantly looking for better ways to do things. Change agents. 3. Inspiring vision helping followers recognize the importance of their work, it's higher purpose. 4. Enabling others to act....empowering others to grow in both their skills, confidence & in ethical behavior. 5. Encouraging the heart.touching followers in a way that move them to be their best.

I believe that I am best at modeling the way and challenging the process. When I have been in positions of leadership, either formally or informally, I definitely like to challenge my group to perform at their very best. I always set the most challenging goals that I believe are attainable. For.