Examining the relationships between organizational communication and conflict management, and the Leader-Member Exchange (LMX) theory

The purpose and scope of this research is to: Purpose: Explore how inter-personal/inter-group workplace conflicts caused by communication deficiencies can be mitigated by result-oriented interactive processes such as enhanced LMXs. Scope: Unit of analysis: Organizations. Focus: Interpersonal/intergroup work relationships.Examining the Relationships between Organizational Communication and Conflict Management, and the Leader-Member Exchange (LMX) Theory by Solomon O. Ihidero July 15, 2011Purpose and Scope of the Research Purpose: Explore how inter-personal/inter-group workplace conflicts caused by communication deficiencies can be mitigated by result-oriented interactive processes such as enhanced LMXs. Scope: Unit of analysis: Organizations. Focus: Interpersonal/intergroup work relationships. Research Questions • RQ1: What are the effects of enhanced leader-member communication on potential conflict situations and organizational effectiveness? • RQ2: Do the interactional processes in the LMX model add value to organizational communication? • RQ3: Does poor work communication increase workplace conflict? Significance of this Research for Management • Communication and conflict management cannot be conceived in isolation of each other. Thus, through communication, organizational members can work through conflict. • Quality LMX, effective communication, and conflict management are significant because they create a positive work environment for employees to contribute to the success of organizations. • This dissertation provides a useful theoretical basis for examining leader-follower relationships and an opportunity to exploit the positive attributes for organizational effectiveness.Main Literature Themes and AuthorsKey Propositions Distilled from the Literature 1. LMX quality provides the ambiance for message processing for conflict management. 2. The mutual interest attribute in quality LMX provides significant insight in handling self-seeking interest of individuals in achieving group goals. 3. LMX quality helps to reduce ambiguity in messages 4. High quality LMX relationships help in speeding up organization-wide dissemination of information. LMX MODELConceptual Framework Thesis statement LMX incorporates elements of communication and conflict management required to promote organizational effectiveness. Research Approach & Formation of Argument Approach was evidence-based: 1. Research questions were formulated. 2. Peer-reviewed journals were searched. 3. Critical review of literature was conducted with emphasis on empirically supported articles. 4. Input from expert panelists were incorporated. Findings 1. The dyadic activities within the LMX context are characterized by increased levels of information exchanges, openness to ideas, and listening to problems. These exchanges were found to be good moderators of workplace conflicts (Landry & Vandenberghe, 2009). 2. Embedded differential relationships in LMXs exemplified in the out-group category, can encourage issues of organizational justice thereby questioning the efficacy of the LMX theory (Dansereau et al., 1975; Starlicki & Folger, 1997). 3. There are no restricted boundaries in the in-group-out-group categories of LMX. Thus, leaders can expand the in-group category by developing strong partnerships with each subordinate employee (Graen & Uhl-Bien, 1995) 4. Integral to LMX are the 4-Quadrants of communication (relational, transformational, instructional, and informational) – quintessence of a rich communication channel (Campbell, et al., 2003; Quinn et al., 1991).Implications for Management Practice In developing constructive and proactive conflict management practices, quality LMXs present opportunities for the HR specialist and business managers to learn how in-group members contribute to enhanced work processes and organizational effectiveness in an atmosphere devoid of destructive conflict. In these financially challenging times, managements must begin to search for cost-saving measures/approaches to improve internal processes. Management may find in this study an approach that demands no major financial or material commitment, but mere re-orientation of values in managing organizational issues. Results of this study might help management practices in the area of leadership training, professional development, employee relations and training programs as part of their organizational planning process to better manage manpower and resources.Future Research Agendas 1. The LMX theory should be explored further to determine way(s) of bridging the differentiation in the in-group out-group dichotomy. 2. There is a need for a determination of how the beneficial exchange-context in which the LMX operates can be replicated at the higher levels of authority within the organizatio