Leader-Follower (LMX) Leadership Theory
LMX Theory Focuses on Interactions Between Leaders and Followers
Sep 24, 2009
Workplace environments are based on interactions between employees and management. Because of this, the LMX theory has great impact in today’s workplaces.
Leader and Follower Interaction
The interaction between leaders and followers helps to shape the success or failure of an organization. The very concept of a team-oriented workplace, commonality toward goals and a productive work environment stem from the leader-follower interaction. Without a successful relationship between these groups, effective leadership will not occur, nor will outstanding workplace success.
Many leadership models suggest that leaders utilize a similar leadership style toward all members of a work group. However, the LMX theory surmises that leaders actually develop a different relationship among different members of the work group. When different relationships exist between management and members of the same work group, various situations can occur in the workplace, leading to the formation of an in-group and out-group.
In-Group Versus Out-Group Members
Members of an in-group tend to receive more information, are shown more concern, and may be more dependable and more communicative. Whether an employee falls into the in-group or out-group can have a major impact on their performance and relationship with management in the workplace. The knowledge and recognition of being an in-group member or an out-group member impacts the way that individuals work and act in the workplace.
Because of their perceived extra efforts, leaders are more willing to give these in-group members extra support. Over time, the extra support these employees receive may cause them to perform better and more consistently.
If out-group members consistently meet the minimum goals and never attempt to achieve more, they will never become members of the in-group. This impacts the workplace because these out-group members may have new and innovative ideas that never become shared knowledge simply because leaders in the organization discount these individuals as out-group members.
Extraversion and Introversion
Similar to the ideas behind the in-groups and out-groups, extraversion and introversion can also play a role in the success of the LMX model. In the LMX model, an extravert would be considered an in-group member, while an introvert would be an out-group member. These extraverts may monopolize the leaders’ time, thus leading to group dominance and an overall larger effect on the group’s dynamics.
In addition to introversion and extraversion aspects, leaders and followers are also influenced by general attitudes. This perspective indicates that those leaders and followers with similar attitudes will have a successful working relationship. This can also be an indicator of the success of workplace communication, various projects and general cohesiveness as a work unit.
The benefit of the LMX model is that it does analyze the behavior of both leaders and followers. If leaders can recognize which types of followers are present within the organization, modifications can be made to include all followers as much as possible. Whether employees are members of the in-group, out-group or are introverts or extroverts, everyone can make meaningful contributions to the workplace environment.
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