is define by S. Green as “an
ongoing value-added
process aimed at better
performance of individuals
and organizations thro...
LMX is a communication
theory that helps describe
how the QUALITY of
LINKAGE given by an
employer affects the
responsibili...
MORE
ATTENTION
EQUALS
BETTER
PERFORMANCE
*LMX is also seen in
coaches and teachers!!!
Dr. Fred Dansereau
Prof. of Human
Resources
Department and
Organization
Unive...
POSITIVE attention between the
Supervisor and Subordinate group
creates POSITIVE work behavior
NEGATIVE or LACK of
attention between
Supervisor and
Subordinate group
creates NEGATIVE
behavior or Employee
Turnover
the biggest criticism against leader
member exchange theory is the
adequacy of means of data
collection
Data has been more
Theoretical than
Observational
See leaders with trust and
respect. Receive better
benefits more team
oriented
See leaders only as authoritative
overseers...
Schreishiem, C.,Castro, S., Cogliser, C. (1999). Leader-member exchange theory(lmx)
Research:acomprehensive review of theo...
Comm201 yoder lm_xtheory
Comm201 yoder lm_xtheory
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Comm201 yoder lm_xtheory

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  • Kang, D., & Stewart, J. (2007). Leader-member exchange (lmx) theory of leadership and hrd: Development of units of theory and interaction. Leadership and Organizational Development Journal, 28(6), 531-551. doi:10.1108/01437730710780976
  • Comm201 yoder lm_xtheory

    1. 1. is define by S. Green as “an ongoing value-added process aimed at better performance of individuals and organizations through diagnosis of leader-follower interactions (Kang &Stewart 2007).”
    2. 2. LMX is a communication theory that helps describe how the QUALITY of LINKAGE given by an employer affects the responsibility, work effort, and overall performance of the employee.
    3. 3. MORE ATTENTION EQUALS BETTER PERFORMANCE
    4. 4. *LMX is also seen in coaches and teachers!!! Dr. Fred Dansereau Prof. of Human Resources Department and Organization University of Buffalo Dr. George Graen Prof. of Psychology at University of Illinois *Dansereau and Graen focus on LMX seen in the work place
    5. 5. POSITIVE attention between the Supervisor and Subordinate group creates POSITIVE work behavior
    6. 6. NEGATIVE or LACK of attention between Supervisor and Subordinate group creates NEGATIVE behavior or Employee Turnover
    7. 7. the biggest criticism against leader member exchange theory is the adequacy of means of data collection
    8. 8. Data has been more Theoretical than Observational
    9. 9. See leaders with trust and respect. Receive better benefits more team oriented See leaders only as authoritative overseers, usually demonstrate mediocre effort, and high turnover rate
    10. 10. Schreishiem, C.,Castro, S., Cogliser, C. (1999). Leader-member exchange theory(lmx) Research:acomprehensive review of theory, measurement, and data-anayltic practices . Leadership Quarterly, 10(1), 63-113. doi: 79e415110104f71924 Dansereau, Fred, George Graen, and William J. Haga. "A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process." Organizational behavior and human performance 13.1 (1975): 46-78. Kang, D., & Stewart, J. (2007). Leader-member exchange (lmx) theory of leadership and hrd: Development of units of theory and interaction. Leadership and Organizational Development Journal, 28(6), 531-551. doi:10.1108/01437730710780976

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