Question

post your explanation of the strengths and weaknesses of the dyadic relationship in LMX Theory. Explain the impact these strengths and weaknesses might have on leadership. Compare LMX Theory to Transformational Leadership. Explain the relationship between the characteristics of LMX Theory and Transformational Leadership. Provide an example from your experience or one from the Learning Resources that supports your response

Answer 1

The dyadic relationship expressed in the LMX theory is an explanation of the two person relationships formed between leaders and followers, within each of two types of groups; either the in-group-marked by high quality exchange relationships, or the out-group-marked by low-quality leader-member exchanges (Guan, et. al., 2013). Those who fall in the in-group, according to Daria Kelly Uhlig of Demand Media, can be considered part of the leader’s inner circle, and those who fall within the out-group have less influence, less responsibility, and less access to resources (Uhlig, 2016).

The verticle dyadic model represented in the LMX theory posits that group classification happens over three stages, and, that once an individual falls into a group, that is where they tend to stay. The three stages of classification include the role-taking stage where followers are given opportunities to show their worthiness, the role-making stage where informal negotiations on workplace issues tend to happen, and routinization solidifies the patterns that establish relational norms (Omilion-Hodges & Baker, 2012).

Advantages of the dyadic relationship include the ease of application to workplace relationships, and the ability of management to assess the validity of their current relationships using the model, as well as the ability to identify possible missed opportunities for select out-group followers to be rewarded for deserving behaviors (Uhlig, 2016). This allows for members of the out-group to be brought in, creating a more rewarding work environment which brings harder working, more loyal followers (2016).

Disadvantages of the vertical dyad model include the fact that all followers start out at the same baseline, when in reality each follower begins at a different level (Uhlig, 2016). Additionally, by holding all followers to the same standard, you run the risk of creating a situation where an individual can only fall into one category, rather than creating a fair chance for everyone.

Where LMX theory pivots on the vertical dyadic relationship between leader and follower, transformational leadership focuses on the transformation of leader to follower via inspirational leadership, motivation, intellectual stimulation and the consideration of individuality (Krishnan, 2005). For instance, rather than focusing on the value of the person to the leader, the transformational leadership style inspires the follower to do better on a personal level, often resulting in an increased value among coworkers and leaders alike.

References

Guan, K., Luo, Z., &Peng, J., Wang, Z., Sun, H., &Qiu, C. (2013).Team networks and team identification: The role of leader-member exchange. Social Behavior & Personality: An International Journal, 41(7), 1115–1124.Retrieved from the Walden Library databases

Krishnan, V. R. (2005).Leader-member exchange, transformational leadership, and value system.

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA: Sage Publications.

Omilion-Hodges, L. M., & Baker, C. R. (2012).Contextualizing LMX within the workgroup: The effects of LMX and justice on relationship quality and resource sharing among peers. The Leadership Quarterly, 24(6), 935–951.Retrieved from the Walden Library databases

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