Leader Member Exchange Theory
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- Опубликовано: 11 июл 2024
- Leader-Member Exchange Theory (LMX) is a powerful area of leadership research because it shows a direct connection from the quality of the leader-member relationship to the productivity, satisfaction, initiative of followers, and many other beneficial outcomes. Few other areas of research can successfully show the quantifiable benefits like this.
Leader-Member Exchange has its roots in a related theory, Vertical Dyad Linkage Theory, a model by the same group of researchers, George B. Graen and associates.
Johnson and Hackman book on Leadership (Affiliate): amzn.to/2Yt9XLn
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Sir, you deserve huge respect.
This really solidified the concept for me. THANK YOU!
Thank you for the video!
Thank you very much for your video, it has helped me understand more about the theory before my exam.
Glad it helped, Hoa.
Wow thank you for this! Really cool that you use the book that my class is using right now! I really appreciate this video a lot as a I was a bit confused trying to write a paper right now haha
Glad it was helpful!
Same
I have high quality relationship with my boss.I admire him for his work and position and he respect me for my hard work
That's great news. I love working with a great boss. It makes all the difference.
Thankyou so much for the videos.It was really helpful for my exams ❤️
thankyou sir for helping me understand LMX as a whole
Happy to help.
Very useful, how i can have this chance to have your slides?
Hello, I'm an Organizational Communication student and I was just wondering if there are simple theories about disseminating policies inside an organization? Specifically, how to improve their process of communicating policies to their members. Thank you 🙂
Policies specifically? I'm not sure how many studies there are about communicating policies. However, there are studies on which types of communication channels are most effective for certain types of information. I don't have any books or articles handy but I remember reaching about how, for example, bulletin boards are one of the least effective ways to communicate information, face to face is relatively effective, and a combination of face to face plus a simple handout is one of the most effective. But, the research I'm thinking of is over 10 years old and didn't include social media, Zoom, etc. I read about some of this in Larkin and Larkin's book about Communicating Change but I'm not as up-to-date on that research in the past few years. It's an interesting question, though.
@@orgcomm is the communication channel theory called media richness theory? :0 and if my guess is right, i’ve also read that theory and there are some articles testing it on computer mediated channels. Will be checking the communicating change one. Thank you so much!
Thanks from Hong Kong
You are welcome from New York state.
From the list of the statements given below, identify the main characteristics which are related
with leader-member exchange theory :
(a) Views leadership as a process
(b) Focuses on the vertical dyadic relationship
(c) Explains the effects of leadership on members, teams and organizations
(d) Cares for the development of privileged groups in the workplace
(e) Points out what strengthens and weakens the leadership dynamics
(f) Assesses how values affect the group dynamics
Select your answer from the codes given below :
(1) (f), (e), (d) and (c)
(2) (a), (b), (c) and (e)
(3) (b), (c), (d) and (e)
(4) (c), (d), (e) and (f)
You are gold.
You just simplified this for me. Many thanks. I've always respected my direct supervisor at work for his membership to a prestigious aviation management institute. This has always endeared me to him and make me listen to his opinion. Again he said my rapt attention has been so infectious.
Really informative :)
Glad it was helpful, Imola. Thank you for the kind words.
Immensely helpful content.
Thank you, Hilary.
Question: Can you describe any *_high-quality relationships_* you have in professional settings?
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I really love this presentation, great one. However, the measurement of this theory has been worn out, no longer relevant this day. Dimension of mutual liking in the measurement (LMX-7 and LMX-MDM) is just a self interest, which is no longer crucial construct in modern workplaces, particularly to guarantee better performance from members/employees. Late Gen Y and Gen Z that are now saturating the workplaces don't see this to be necessary, they don't need to like their supervisor to perform better. It is totally different condition with when this theory initiated. New approaches of measuring the relationship quality between leader and member are required.
man, you need to start respecting other people's time. you could make a tik tok out of this. but instead a lot of water
Very good content thanks 🙏🏽🙏🏽🙏🏽