In 1948, Ralph Stogdill offered for consideration, the thought that leadership i
ID: 391191 • Letter: I
Question
In 1948, Ralph Stogdill offered for consideration, the thought that leadership is actually a relationship. Not a matter of passive traits that an individual was born with, or actions that they take in a specific circumstance—leadership is a culmination of working relationships.
I feel a more accurate examination of the theory would consider that leaders develop separate exchange relationships with each of their individual followers—some good, some not-so-good. The true value of the theory, in my humble opinion, is membership in in-group or out-group can be predictive of success, satisfaction, job performance, turnover intentions, and ultimately the evaluated effectiveness of the leader. That alone probably makes it worth our time to investigate the theory more closely.
Northouse observes: “Followers in the in-group receive more information, influence, confidence, and concern from the leader than do out-group followers… In addition, they are more dependable, more highly involved, and more communicative than out-group followers…”
Question #1:
At what point does this become a self-fulfilling prophecy? If you are a member of the in-group, aren’t you more inclined to freely offer your discretionary effort in all matters work related? Wouldn’t you be inclined to accept more responsibilities, work more holidays and weekends, just to stay a member of the in-group?
Question #2:
At what point do you, as the leader, cease with strategies to move followers into the in-group, acknowledge that you are honoring a sunk cost, allow them the option of remaining as a member of the out-group?
Professor Northouse states: “Out-group members act quite differently than in-group members. Rather than trying to do extra work, out-group members operate strictly within their prescribed organizational goals.”
Question #3:
Doesn’t this seem to be another way of describing the difference between the Economic Worker and the Social Worker? What studies from the History of Management have reinforced this concept?
Nestled in Case 7.2, there is an interesting issue of leader/follower relations that we should explore. In explicating Jenny’s style of leadership, it is mentioned that, “…she avoids social lunches because she thinks they foster the perception of favoritism.” More broadly than the issue of favoritism, is the issue of being friends with our followers.
Question #4
Explore the pros and cons of becoming friends with your workers when you are the leader in an organization.
Explanation / Answer
Answer: 1)-In groups defined as when a member recognise himself as a part of a group and when member does not recognise himself as part of a group is called out group.At one point this in-group sense lead the member towards the Self -fulfilling prophecy because A member of in-group have tendency to start differentiating or recognising people as his group member and member of other group.For him his group is always better than other group.members of self group start protecting the collective self-esteem as if they are protecting personal self- esteem.Member start linking his self worth or self -esteem with his team. so, they always become protective and hide all negative qualities of their own group. This behaviour lead to the self- fulfilling prophecy.
Answer-2)- As a leader point of view, if i feel that member of an out group is a very good performer and his personnel goals are very much aligned with the organisational goal. Then i must acknowledge his value to the organization and will cease with strategies to move him into the in-group.As a human asset of organization and to become ethically correct, i as a leader will allow him the option of remaining as a member of the out-group.for this difficult behaviour i have to be open towards the different prospectives and have to consider various ideas and have to communicate this openness to the member of out-group with genuineness.
Answer:3-Yes, this is the another way of describing the difference between the Economic Worker and the Social Worker.There are many studies from the History of Management that have reinforced this concept of giving value to the member of out-group when they are working as an organizational asset to achieve the common goal i.e organisational goal.There are many psychologists and sociologists who have worked on theories related to group conflicts and preventing the stereotyping related to out-group.theoretical approaches of this concept are realistic conflict theory and Social identity theory, ethnocentrism and rubber cave experiment, minimal paradigm.
Answer-4- The pros and cons of becoming friends with your workers being a leader:
Pros:
Cons: