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When employees reciprocate positive actions, such as providing support, sharing information, or acknowledging achievements, it contributes to a culture of mutual respect and cooperation. Practicing social reciprocity in the workplace can strengthen interpersonal relationships, recognized as a social norm within employees of the same status. [41]
Reciprocation can be responsive or initiative. It is also a fundamental principle in parenting, a successful work place, religion and karma. So for example, in the friendship context, reciprocation means to give or take mutually but not necessarily equally. Overall reciprocal balance is more important than strict equality at every moment.
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way relationship between leaders and followers. [1]The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal ...
It's nice to be liked. But it's better to be respected. The two things aren't mutually exclusive. Both can occur at the same time. But if you are going to pursue one, we'd suggest going after respect.
Kim Scott: Radical respect is what happens when you’re in a work environment that optimizes for collaboration rather than coercion. There's a hierarchy, but it's not a dominant hierarchy.
Shutterstock Ever go to a restaurant and get seated in the very back? The minute you sit down, you realize you're going to be in for a long night because the waiter always seems to forget you're ...
As the term implies, employees are encouraged to stop by whenever they feel the need to meet and ask questions, discuss suggestions, and address problems or concerns with management. An open door policy is typically intended to foster an environment of collaboration, high performance, and mutual respect between upper management and employees.
A psychological contract, a concept developed in contemporary research by organizational scholar Denise Rousseau, [1] represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done.