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However, LMX recognizes that leaders and individual followers will vary in the type of exchange that develops between them. In-group members are said to have high-quality exchanges with the leader, while out-group members have low-quality exchanges with the leader. In-group members are perceived by the leader as being more experienced, competent, and willing to assume responsibility than other followers.

5 Ways for Leaders to Influence Organizational Culture

The leader begins to rely on these individuals to help with especially challenging tasks. If the follower shows high commitment and effort followed by additional rewards, both parties develop mutual trust, influence, and support of one another.

Successful leaders build and sustain long-term relationships - Steve Cockram - TEDxABQSalon

Research shows the in-group members usually receive higher performance evaluations from the leader, higher satisfaction, and faster promotions than out-group members. Out-group members often receive less time and more distant exchanges than their in-group counterparts. With out-group members, leaders expect no more than adequate job performance , good attendance, reasonable respect, and adherence to the job description in exchange for a fair wage and standard benefits. Research shows that out-group members are less satisfied with their job and organization, receive lower performance evaluations from the leader, see their leader as less fair, and are more likely to file grievances or leave the organization.

Leadership can be perceived as a particularly emotion-laden process, with emotions entwined with the social influence process. These effects can be described in three levels: [68].

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In research about client service, it was found that expressions of positive mood by the leader improve the performance of the group, although in other sectors there were other findings. The leader creates situations and events that lead to emotional response. Certain leader behaviors displayed during interactions with their employees are the sources of these affective events.

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Leaders shape workplace affective events. Examples — feedback giving, allocating tasks, resource distribution. Since employee behavior and productivity are directly affected by their emotional states, it is imperative to consider employee emotional responses to organizational leaders. The neo-emergent leadership theory from the Oxford Strategic Leadership Programme sees leadership as created through the emergence of information by the leader or other stakeholders, not through the true actions of the leader himself.

It is well known [ by whom? Therefore, one can argue that the perception of all leaders is created and in fact does not reflect their true leadership qualities at all. Many personality characteristics were found to be reliably associated with leadership emergence. This includes people who choose to participate in leadership roles, as opposed to those who do not. Both anecdotal, and empirical evidence support a stable relationship between specific traits and leadership behavior.

The relationship between assertiveness and leadership emergence is curvilinear; individuals who are either low in assertiveness or very high in assertiveness are less likely to be identified as leaders. Individuals who are more aware of their personality qualities, including their values and beliefs, and are less biased when processing self-relevant information, are more likely to be accepted as leaders. Those who emerge as leaders tend to be more order in strength of relationship with leadership emergence : extroverted, conscientious, emotionally stable, and open to experience, although these tendencies are stronger in laboratory studies of leaderless groups.

Those born first in their families and only children are hypothesized to be more driven to seek leadership and control in social settings. Middle-born children tend to accept follower roles in groups, and later-borns are thought to be rebellious and creative [72]. Those seeking leadership positions in a military organization had elevated scores on a number of indicators of strength of character, including honesty, hope, bravery, industry, and teamwork. Individuals with dominant personalities — they describe themselves as high in the desire to control their environment and influence other people, and are likely to express their opinions in a forceful way — are more likely to act as leaders in small-group situations.

Individuals with high emotional intelligence have increased ability to understand and relate to people. They have skills in communicating and decoding emotions and they deal with others wisely and effectively. Individuals with higher intelligence exhibit superior judgement, higher verbal skills both written and oral , quicker learning and acquisition of knowledge, and are more likely to emerge as leaders.

Individuals who take on leadership roles in turbulent situations, such as groups facing a threat or ones in which status is determined by intense competition among rivals within the group, tend to be narcissistic: arrogant, self-absorbed, hostile, and very self-confident. Confidence in one's ability to lead is associated with increases in willingness to accept a leadership role and success in that role.

High self-monitors are more likely to emerge as the leader of a group than are low self-monitors, since they are more concerned with status-enhancement and are more likely to adapt their actions to fit the demands of the situation [86]. Individuals who are both success-oriented and affiliation-oriented, as assessed by projective measures, are more active in group problem-solving settings and are more likely to be elected to positions of leadership in such groups [87].

A leadership style is a leader's style of providing direction, implementing plans, and motivating people. It is the result of the philosophy, personality, and experience of the leader. Technologies politiques De La Domination [89]. Different situations call for different leadership styles. In an emergency when there is little time to converge on an agreement and where a designated authority has significantly more experience or expertise than the rest of the team, an autocratic leadership style may be most effective; however, in a highly motivated and aligned team with a homogeneous level of expertise, a more democratic or Laissez-faire style may be more effective.

The style adopted should be the one that most effectively achieves the objectives of the group while balancing the interests of its individual members. The factors of physical presence are military bearing, physical fitness, confidence, and resilience.


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The leader's intellectual capacity helps to conceptualize solutions and acquire knowledge to do the job. A leader's conceptual abilities apply agility, judgment, innovation, interpersonal tact, and domain knowledge. Domain knowledge for leaders encompasses tactical and technical knowledge as well as cultural and geopolitical awareness. Under the autocratic leadership style, all decision-making powers are centralized in the leader, as with dictators. Autocratic leaders do not entertain any suggestions or initiatives from subordinates.

The autocratic management has been successful as it provides strong motivation to the manager. The democratic leadership style consists of the leader sharing the decision-making abilities with group members by promoting the interests of the group members and by practicing social equality. This has also been called shared leadership. In Laissez-faire or free-rein leadership, decision-making is passed on to the sub-ordinates.


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  8. The sub-ordinates are given complete right and power to make decisions to establish goals and work out the problems or hurdles. Task-oriented leadership is a style in which the leader is focused on the tasks that need to be performed in order to meet a certain production goal. Task-oriented leaders are generally more concerned with producing a step-by-step solution for given problem or goal, strictly making sure these deadlines are met, results and reaching target outcomes. Relationship-oriented leadership is a contrasting style in which the leader is more focused on the relationships amongst the group and is generally more concerned with the overall well-being and satisfaction of group members.

    Task-oriented leaders are typically less concerned with the idea of catering to group members, and more concerned with acquiring a certain solution to meet a production goal. For this reason, they typically are able to make sure that deadlines are met, yet their group members' well-being may suffer.

    Relationship-oriented leaders are focused on developing the team and the relationships in it. The positives to having this kind of environment are that team members are more motivated and have support. However, the emphasis on relations as opposed to getting a job done might make productivity suffer. Paternalism leadership styles often reflect a father-figure mindset. The structure of team is organized hierarchically where the leader is viewed above the followers. The leader also provides both professional and personal direction in the lives of the members.

    The term paternalism is from the Latin pater meaning "father". The leader is most often a male. Another factor that covaries with leadership style is whether the person is male or female. When men and women come together in groups, they tend to adopt different leadership styles. Men generally assume an agentic leadership style. They are task-oriented, active, decision focused, independent and goal oriented. Women, on the other hand, are generally more communal when they assume a leadership position; they strive to be helpful towards others, warm in relation to others, understanding, and mindful of others' feelings.

    In general, when women are asked to describe themselves to others in newly formed groups, they emphasize their open, fair, responsible, and pleasant communal qualities. They give advice, offer assurances, and manage conflicts in an attempt to maintain positive relationships among group members. Women connect more positively to group members by smiling, maintaining eye contact and respond tactfully to others' comments. Men, conversely, describe themselves as influential, powerful and proficient at the task that needs to be done.

    They tend to place more focus on initiating structure within the group, setting standards and objectives, identifying roles, defining responsibilities and standard operating procedures, proposing solutions to problems, monitoring compliance with procedures, and finally, emphasizing the need for productivity and efficiency in the work that needs to be done. As leaders, men are primarily task-oriented, but women tend to be both task- and relationship-oriented. However, it is important to note that these sex differences are only tendencies, and do not manifest themselves within men and women across all groups and situations.

    Many reasons can contribute to the barriers that specifically affect women's entrance into leadership.

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    These barriers also change according to different cultures. Despite the increasing number of female leaders in the world, only a small fraction come from non-westernized cultures. It is important to note that although the barriers listed below may be more severe in non-western culture, it does not imply that westernized cultures do not have these barriers as well.

    This aims to compare the differences between the two. Research and Literature Although there have been many studies done on leadership for women in the past decade, very little research has been done for women in paternalistic cultures. The literature and research done for women to emerge into a society that prefers males is lacking.

    This ultimately hinders women from knowing how to reach their individual leadership goals, and fails to educate the male counterparts in this disparity.

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    Maternity Leave Studies have shown the importance of longer paid maternity leave and the positive effects it has on a female employee's mental health and return to work. In Sweden, it was shown that the increased flexibility in timing for mothers to return to work, decreased the odds of poor mental health reports. In these non-western cultures that mostly follow paternalism, the lack of knowledge on the benefits of maternity leave impact the support given to the women during this important time in their life.

    Society and Laws Certain countries that follow paternalism, such as India, still allow for women to be treated unjustly. Child marriage and minor punishments for perpetrators in crime against women, shape the society's view on how females should be treated. This can prevent women from feeling comfortable to speak out in both a personal and professional setting. Glass Ceilings and Glass Cliffs Women who work in a very paternalistic culture or industry e. This association is often due to the mentality that only males carry leadership characteristics.