管理学,罗宾斯,9版,英文Robbins12.pptVIP

Contemporary views of leadership include: Leader-member exchange (LMX); Transformational-transactional leadership; Charismatic-visionary leadership; and Team leadership. These views of leadership have a common theme: leaders who interact with, inspire, and support followers. Leader-member exchange (LMX) theory says that leaders create in-groups and out-groups and that those in the in-group will have higher performance ratings, less turnover, and greater job satisfaction than those in the out-group. Leaders encourage LMX by rewarding employees with whom they want a closer linkage and punishing those with whom they do not. How a leader chooses who falls into each category isn’t definitive, but evidence indicates that in-group members have demographic, attitude, personality, and even gender similarities with the leader, or they have a higher level of competence than out-group members. Research on LMX supports the idea that leaders do differentiate among followers who report greater satisfaction with their boss, which is consistent with leaders choosing to invest time and resources in those whom they expect to perform best. * Many early leadership theories viewed leaders as transactional figures who lead primarily by using social exchanges (or transactions) and guide or motivate followers to work toward established goals by exchanging rewards for their productivity. But another type of leader—a transformational leader—stimulates and inspires (transforms) followers to achieve extraordinary outcomes. Transformational leadership produces levels of employee effort and performance that go beyond what would occur with a transactional approach and instills in followers the ability to question established views, including those held by the leader. There is a great deal of evidence that shows transformational leadership is superior to transactional leadership. Studies that looked at managers in different settings found that transformational leaders were evaluated as