A640.5.2.RB - Leader-Member Exchange Theory of Leadership

A640.5.2.RB - Leader-Member Exchange Theory of Leadership

·         Why are individuals willing to work harder than required for leaders that invest in high quality relationships with them?

·         Would you be willing to work harder than required for someone like that and under what conditions?

·         What are some of the implications of being a member of the in-group? out-group?

The leadership exchange theory is a great tool for the workforce and it does have benefit’s but it also has its downfalls. The old saying that people will always work harder when they are appreciated, rings true for the leader-member exchange theory. The leader will ask more of those who show to be responsible, have a drive for work, those who want to succeed, and the followers show their commitment to the business. Brooks (2013) shared that a study by Glassdoor, revealed that more than 80% of employees say they are motivated to work hard when their boss shows appreciation for their work, compared to less than 40% who are inspired to work harder when their boss is demanding or because they fear losing their job. People do not want to show up to work each day to be demeaned, micromanaged, insulted, or unappreciated; people want to be appreciated for their work to know it matters for the greater good of the organization.

Smith (2017) further supported this with research from the University of Buffalo, who stated that money talks but employees will not work harder or perform at their peak for money alone; recognition is often more sought after from employees than a boost in their compensation or benefits. Overall, what is comes down to is that people want to know they make a difference, they want to feel appreciated and their work efforts are not ignored. This is the part of leadership that requires the superior to connect to their employees to show they make a difference.

Would I be willing to work harder for someone who appreciates my work? Absolutely! I always give 100% to what I am doing, regardless if leadership appreciation. I do not want to be known as the person who didn’t try or refused to step up when needed. Even if I am not shown appreciate for my work, I will still do my best because of my belief of work ethic is to give 100%.

I have found myself in positions where leadership lacked the ability to show appreciation, in fact; they often took advantage of their employees and their hard work. Looking at the leader, it was deeper than not showing appreciation, it is holding onto an image of control and producing results. I did not agree with how they handled the department and I raised the concern about appreciating the employees, however; it was passed off as not important and mocked. I still put a smile on and went to work each day because I have a family to support and I needed to show my children regardless of circumstances, always do the best you can do, prove people wrong.

Being part of the “in group” reminds me of the popular group in school, you were one of those who always have/ had everything. You were given more and rewarded more, you stand out. Being part of the “out group” reminds me of those who struggled to fit in socially, no matter the effort they put in, they were always excluded. Schwartz (2012) shared that feeling genuinely appreciated lifts people up. At the most basic level, it makes us feel safe, which is what frees us to do our best work. It’s also energizing! When our value feels at risk, as it often does, that worry becomes preoccupying, which drains and diverts our creative energy (Schwartz, 2012).

Brooks, C. (2013, November 19). Appreciation Motivates Employees To Work Harder, Study Says. Retrieved November 14, 2017, from HUFF POST website: https://www.huffingtonpost.com/2013/11/19/appreciation-employees-work-harder-motivation_n_4302593.html

Schwartz, T. (2012, January 23). Why Appreciation Matters So Much. Retrieved November 14, 2017, from Harvard Business Review website: https://hbr.org/2012/01/why-appreciation-matters-so-much 

Smith, E. (2017). Do Workers Who Feel Appreciated Work Harder? Retrieved November 14, 2017, from Chron website: http://smallbusiness.chron.com/workers-feel-appreciated-work-harder-35682.html