Based on the Leader-Member Exchange (LMX) Theory of Leadership, whenever there i

Posted: January 17th, 2023

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Based on the Leader-Member Exchange (LMX) Theory of Leadership, whenever there is a team project, there is an in-group and an out-group. These two groups refer to the relationship between the leader and the employees (followers). Employees in the in-group always have more responsibilities and often learn about events/updates earlier than the out-group. Thinking about this, please do the following:
As an employee, explain two benefits and two disadvantages of being part of the in-group and the out-group.
As a leader, mention two characteristics of employees in the in-group and two characteristics of employees in the out-group.
Explain why leaders categorize employees into in-group and an out-group.
Research LMX and provide a half page summary of the findings on LMX that most resonate with you (go beyond what is provided in this week’s readings). Use two sources with in-text citations PART II (1–2 pages)
As we have studied during this week, transformational leaders encourage their employees to share ideas. This type of leader motivates employees and seeks collaboration to achieve goals. They take the time to listen to employees and evaluate ideas. Open communication, cooperation, and risk-taking are characteristics that often describe transformational leaders.
Research a female KSA leader that you feel has a transformational leadership style and in one page describe his/her transformational style with robust examples. Use two sources with in-text citations Explain ways that you exhibit transformational leadership, and if you do not have examples write out a plan for how you can be more transformational as a leader
PART III (1–2 pages)
As we have studied during this week, charismatic leadership is defined by a leader who uses his or her communication skills, persuasiveness, and charm to influence others. Charismatic leaders have an ability to connect with people on a deep level Research a KSA leader that you feel has a charismatic leadership style and in one page describe his/her transformational style with robust examples. Use two sources with in-text citations Explain ways that you exhibit charismatic leadership, and if you do not have examples write out a plan for how you can be more charismatic as a leader.
Your well-written paper should meet the following requirements:
Be 4-6 pages in length (double-spaced), which does not include the title and reference pages, which are never a part of the content minimum requirements. Use Saudi Electronic University academic writing standards and APA style guidelines.
Support your submission with course material concepts, principles, and theories from the textbook and at least six current, scholarly or contemporary sources. Current articles are those published in the last five years.
It is strongly encouraged that you submit all assignments to the Turnitin Originality Check prior to submitting it to your instructor for grading. If you are unsure how to submit an assignment to the Originality Check tool, review the Turnitin Originality Check–Student Guide for step-by-step instructions.
In advance of submission, review the grading rubric to see how you will be graded for this assignment.
Embed course material concepts, principles, and theories (including supporting citations) along with at least two current, scholarly, peer-reviewed journal articles.
You may find that your discussion of leadership characteristics is easily supported with such current scholarly research, while the information about how your chosen leader exhibits those leadership characteristics is supported by popular research.
Keep in mind that current scholarly references can be found in the Saudi Digital Library by conducting an advanced search. Current research means published in the last five years.
Reading required: Leadership: Theory and Practice:
Chapter 7: Leader-Member Exchange
Chapter 8: Transformational Leadership Sayyadi, M. (2022). Developing transformational leadership skills to impact organizational performance in the post-pandemic era. Management Consulting Journal, 5(2), 79–86. Sudibjo, N., & Prameswari, R. K. (2021). The effects of knowledge sharing and person–organization fit on the relationship between transformational leadership on innovative work behavior. Heliyon, 7(6), 1-8. Islam, M. N., Furuoka, F., & Idris, A. (2021). Mapping the relationship between transformational leadership, trust in leadership and employee championing behavior during organizational change. Asia Pacific Management Review, 26(2), 95-102. WGU. (2021, March). Defining transactional leadership. WGU. (2021, March). What is dharismatic leadership.

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