Don’t mess with LMX

The Leadership Member Exchange Theory also known as LMX, could not fit my situation this summer more accurately. As I have previously touched upon as the only intern for my department, I am often in charge of clarifying duties and responsibilities of our Conference Services department to my co-workers, who are fellow college students. While it can sometimes seem awkward to define these roles and serve as a supervisor to student-workers my own age, I feel that my role presents a valuable opportunity to not only lead these workers but to serve as an advocate for them to my boss. 

        Due to the fact my boss directly assigns me with my daily tasks and what I must assign my fellow employees to do, I work in close proximity with my boss as well as the student workers. In my position, I have a dual responsibility of serving my boss and student-workers well. This multidimensional relationship, is important to me because I can provide my boss insight on the workplace challenges that she may not hear of otherwise, which would prevent our office from functioning at it’s best level. This is where the exchange in our working relationship is highlighted, while she shares with me the concrete tasks I must complete, my age and closer relationships to many of the summer student staff allows me to help her see what she can do better. Therefore, the exchange of trust occurs at multiple levels, on the one hand, it occurs between my boss and I and also between the student-workers and I. The exchange dynamics allow my boss to assign each employee with tasks that better fit their skills or what we need to do as a department to create a more conducive workspace. 

         LMX is centered on the individual relationships leaders build with followers and I believe my boss, Cathy, does an excellent job of making my working relationship with her feel valued as its own entity. Therefore, her trust gives me a sense of purpose because I feel like more than just a face in a group and I want to create the same environment for the general student employees. As a result of Cathy’s mutual respect for me, I feel a duty to serve the student employees well and build up a solid relationship with each of them, where I recognize their strengths and note what tasks best suit their abilities. Thus, a whole exchange system and trust network trickles through my department. Because I feel mutual respect and trust from my boss and I know she values my input, I use my positive relationship with her to benefit my other co-workers so they feel just as inclined to achieve our department goals.