Leader Member Exchange is another interaction based theory of leadership. In general, people in an organization are split between “in” and “out” groups. The in-group members are well liked by leader and generally put forth extra effort to perform well. In contrast, the out-group do not interact well with the leader and typically show up at the start of the day and leave at the end of the day and put forth only enough effort to get by (Northouse, 2013). This theory makes a lot of sense, albeit, somewhat of an immature lens to view group interactions. It creates a perfect opportunity to turn to a primetime comedy television show to find examples of how the leader member exchange plays out in the work place.
In the hit show “The Office” a variety of dramatic personalities work alongside each other at a paper company. With Michael Scott serving as the fearless leader of the group the LMX theory can be seen in who interacts well with him as opposed to who is deemed more of an outcast. It is surprising to see such parallels in even fictitious group environments. The phase 3 members of an organization are those that are well trusted and respected by the leader and leaders have formed partnerships with these individuals (Northouse, 2013). In the case of Dunder Mifflin, Jim Helpert and Dwight Schrute represent these phase 3 individuals. Michael Scott frequently confides in them with both professional and personal matters more than any other individuals in the office. Given Dwight’s infamous hard work ethic and determination, Michael Scott has even referred to Dwight as his second in command and relied on him frequently throughout his time in the organization.
Phase 1 individuals are at the other end of the spectrum entirely. These group members are considered strangers to the leader and have low quality interactions that are formal and one way in nature. These individuals tend not to stay in a work setting longer than is necessary and generally have other sources of social or intellectual fulfillment outside of work (Northouse, 2013). The two shining examples from The Office are Toby and Stanley. Stanley is notorious for leaving work at exactly 5 o’clock everyday regardless of the situation. He has very limited interaction with the leader (Michael) and finds very little fulfillment in the work place. Likewise, Toby has been put in the “out-group” as a result of previous actions he took against Michael. As a result of the subsequent social “out casting”, Toby rarely presents new ideas or engages in productive discussion. I found it very remarkable to see these indications of LMX in a fictitious setting but maybe there is a lot to learn from an exaggerated example like The Office.
Reference
Northouse, P. G. (2013). Leadership: Theory and practice. Thousand Oaks: Sage Publications, Inc.