An Overview of leader-member exchange

Overview of leader-member exchange

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Literature review

Leader-member exchange refers to how leaders and their subordinates relate, particularly in informal realms. The Leader-member exchange concept also referred to as LMX, Assesses the relationships between workmates’ skills and how leaders influence their subordinates functioning. As Lomas et al (2019) observed, the quality of professional relationships in the workplace is founded on a number of attributes, including Respect, Attraction, and Mutuality in trust, among others. The LMX concept has been in existence for decades. The concept was Earliest recorded in the vertical dyad linkage model, which the LMX concept heavily draws from, albeit with a number of improvements. The vertical dyad linkage model is a theory that sought to explain how employees in the workplace are categorized. There are two categories of workers in organizations. The first category is group workers. In group workers refer to individuals who have more cordial relationships with organizational leaders. They are essentially more entrusted with responsibilities in the workplace. Individuals in leaders in groups are also better appreciated, and leaders are more likely to cooperate with the in groups demands and workplace specifications, as was pointed out by Seo et al (2018). The second categorization is the Outgroup. The outgroup are employees who are not in mutual cooperation, such as those in the in-group. Seo et al (2018) pointed out that out-group members often depict less cooperation with their leaders and are also seen to be farther from the leaders influence or favor as compared with the in-group.

The in-group and outgroup depictions in organizations are determined by responsibilities. Responsibilities are informed by a number of factors, with the two most dominant being role-taking and routinization. Under Role taking, leaders and their subordinates consult on the areas that members responsibilities are to be founded in. the process is majorly informal. Under routinization, leaders show a preference for some individuals and therefore assign them specific responsibilities. The routinization of responsibilities also informs whether one is in the in-group or out-group. The vertical dyad linkage model was criticized as it encourages favoritism in the workplace. For instance, some employees could be focused on meritocracy and therefore not necessarily develop friendly relations with their seniors in the workplace. Similar contexts could see them disadvantaged as the leaders consider their inputs as less desirable and thus prefer the in-group members inputs.

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