LMX **theory reply to post

Instructions

********INSTRUCTIONS*********1. response to ONE group members post of your choice). Each of your posts (a response to my post and a response to another students post) should be 300-400 words (excluding references), should contain 1 internal reference (a reference to a textbook page) and 1 external reference (a reference to a business journal/magazine article ******RESPOND TO THE POST BELOW PLEASE FOLLOW INSTRUCTIONS********A year or so ago, my supervisor decided to choose a lead for our department. A co-worker of mine (well call him John) thought he was the obvious choiceand if the decision was based strictly on knowledge, he would have been. John has worked for TXDOT for nearly 30 years, and another states DOT for many years before that. John is extremely knowledgeable and efficient But John doesnt like people.John doesnt like to talk about anything in his personal life. He doesnt discuss his weekends, he was angry when our office started doing small birthday celebrations, and he gets irritated when he has to explain something more than once. So while John is very knowledgeable, that level of expertise isnt of much good to the department because hes unwilling to share it or collaborate with others.The other choice for lead was a lady who has only been with the department for five years But she takes on many additional roles, trains all of the new hires, and gets along well with everyone in the office. Who would you choose?I think some followers may not want improved career-oriented social exchanges with a leader, because they dont want improved social exchanges with anyone. Some people just dont want to be bothered with social interactions, be it their co-workers or anyone else. The text says, Success dyads in the acquaintance phase begin to develop greater trust and respect for each other. They also tend to focus less on their own self-interests and more on the purposes and goals of the group (Northouse p. 144). I believe that some people are only focused on their own self-interests and have no desire to shift to a more group-oriented focus.For this type of employee, I dont think a true solution exists. Sure, a manager can try to highlight the advantages of team-building, but minds like Johns aren't easily changed. The best a manager can do is to try to develop a relationship and see if they can encourage the employee to understand that higher-quality LMX relationships have very positive outcomes for leaders, followers, work units, and the organization in general (Graen 229). References:Northouse, P. G. (2019). (8th Ed.) Leadership: Theory and Practice. Thousand Oaks: CA: Sage Publications.Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6, 219-247.

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