Can the leader-member exchange (LMX) theory be used to describe the relationship that Murray and Johnson shared with their subordinates? Why or why not?
The LMX can only be used to describe Murray’s relationship with subordinates. However, it cannot display Johnson’s approach to building rapport with his team (Martin, Thomas, Legood, & Dello Russo, 2018). Murray’s method involved the team at an individual level, as opposed to Johnson’s approach, which is focused on productivity and performance with less emphasis on interpersonal relationships.
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What are the potential benefits and pitfalls of hiring someone with Chief Johnson's style for the position at Bay Harbor? Why?
Hiring Chief Johnson presents some benefits in the leadership and efficiency of the workers. His style of leadership is more direct and requires that the workforce abides by the rules. Therefore, there will be streamlined productivity, better reporting, and improved ability to reduce crimes. However, some demerits will occur in the entity. For instance, the lack of revisions for policy reviews will mean that implemented strategies are not sufficient. Additionally, impeding the social connection of the citizens and the police will reduce motivation from the workforce. Also, high turnover rates will be experienced since the leader may force out older police.
What could be reasons for Chief Johnson's lack of delegation? Which approach should he use to delegate and empower officers at Bay Harbor?
The most appropriate reason for Johnson’s lack of delegation is the lack of trust in his workforce and his desire to be a dictator in the leadership role. One approach that he can use is set out clear policies and performance review strategies such that any duties delegated can be reviewed based on expected outcomes. This leaves him with control over the department but improves his delegation of responsibilities to others.
Is participative leadership more effective depending on the size of the department? Why? How does Murray's delegation and empowerment of his subordinates benefit a police department?
Participative leadership is more effective, especially in a large department, because it allows the leader to interact and associate with more workers. It also allows the leader to oversee that all activities are appropriately handled and provide support for the workers where necessary (Chan, 2019). Murray’s delegation and empowerment of his subordinates helped the police department have a creative team, improved efficiency, and better collaboration. It enhanced teamwork and ensured better communication among the involved parties.
What principles of dyadic relationships should Johnson use for correcting performance deficiencies at Bay Harbor? Why?
The principle of Unity is the most appropriate for Johnson to use for correcting performance deficiencies. This is because the principle demands unity in the team, such that they understand the common goal and work towards successfully achieving it (Rossignac-Milon, Bolger, Zee, Boothby, & Higgins, 2020).
References
Chan, S. C. (2019). Participative leadership and job satisfaction. Leadership & Organization Development Journal.
Martin, R., Thomas, G., Legood, A., & Dello Russo, S. (2018). Leader–member exchange (LMX) differentiation and work outcomes: Conceptual clarification and critical review. Journal of Organizational Behavior, 39(2), 151-168.
Rossignac-Milon, M., Bolger, N., Zee, K. S., Boothby, E. J., & Higgins, E. T. (2020). Merged minds: Generalized shared reality in dyadic relationships. Journal of Personality and Social Psychology.
