As I read the lecture notes and chapter regarding leader-member exchange theory, I couldn’t help but compare the theory to my own career choices. When I got my first job, I was stubbornly a part of the out-group of the grocery store I worked at. Currently, I’m in the in-group at my job. Being in either group has positive and negative aspects about them.
When I got hired as a cashier at my local grocery store, I was a junior in high school. I worked only twelve hours per week. My relationships with management were strictly professional, relied on rules, and very much stayed in the stranger phase, as described by Northouse (2016). The stranger phase describes relationships between leaders and members as low-quality, and interactions initiated by members are usually only for personal gain (Northouse, 2016). I was happy to be in the out-group; I had a lot of homework at the time, and I enjoyed the extra time I had to spend with my friends. I didn’t want to work any extra hours, and I didn’t want to learn anything to further myself in the company. I knew this job was temporary.
Although I enjoyed being in the out-group at my first job, I did get lonely at work. I usually worked at night to coincide with my school schedule, and it got quiet at the store. Since I was in the out-group, I didn’t really make friends with anyone, since all my relationships at work were professional. As suggested in the lecture notes, I had a strong group of friends at school, which gave me mental and personal fulfillment (PSU, 2018).
After I quit the job at the grocery store, I became a receptionist at a car dealership. I was older, and knew that I had responsibilities. I was more independent financially, and I needed any extra hours as I needed them. My relationship with my boss got to the acquaintance phase, which meant that I was asked to stay at work later in order to gain more training (Northouse, 2016). As I continue my path at this company, I can see how my relationships with my bosses are starting to progress to the mature partnership phase. Northouse describes this phase as being a relationship with mutual trust, respect, and dependability (2016). With this relationship, the leader and the member work together to provide maximum productivity (Northouse, 2016). Although I am trusted to provide training for new employees, I do not have a key to the building; some aspects of my job are rather important to provide productivity (like training), while other perks (such as having a key to the building) do not apply to me at this time. I have time to work on these relationships in order to become more trusted.
On the other hand, I can understand why some people would prefer to stay in the out-group, especially at my current job. For me, if I am asked to do something and I agree to it once, it is almost expected that I continue to do it for the duration of my time with the company. Sometimes it’s difficult to work so much while watching other people not work as hard as I do. I understand that not everyone wants to be in the in-group (PSU, 2018), I just have trouble relating to those who have no ambition.
As stated in our lesson, an issue with the LMX theory is that the LMX theory is not fair regarding favoritism of the in-group (PSU, 2018; Northouse, 2016). At my current job, I am loved. I have a lot of friends at work, and no one has anything bad to say about me. At my previous job, however, I’m sure my bosses have either forgotten about me, or have nothing negative or positive to say. While being in the out-group had benefits for my personal life, it did nothing to further my career. The in-group allows me to maintain relationships with important people within my company. Both groups have entirely different outcomes, and as a member of both, I can say that both groups have good things and bad things associated with them.
Northouse, P. G. (2016). Leadership: Theory and Practice. London: SAGE Publications.
Pennsylvania State University. (2018) PSYCH 485: Leadership in Work Settings. Lesson 8: Leader Member Exchange Theory (LMX). Retrieved from https://psu.instructure.com/courses/1925331/modules/items/23786583