Does it make sense to you that a leader should develop an individualized relationship with each follower?  Explain advantages and disadvantages to this approach.

Write 300 words on discussion and respond to two articles with 200 words each

1)Write 300 words for discussion with 3 peer reviewed references

Does it make sense to you that a leader should develop an individualized relationship with each follower?  Explain advantages and disadvantages to this approach.

2) Respond to two articles with 200 words each

Article 1

A leader must always look after their followers and must ensure they do justice for all their followers in equal manner without any bias. Having an individualized approach helps the leaders in understanding each follower and their opinions which differs from person to person. This helps the leader in taking more effective decisions. However this approach might also result in conflicts and biased decisions which is not good for the team as a whole. The leader can get emotionally attached to some followers and hence can take decisions in their favor without thinking about the consequences. Hence this approach is not best in the interest of the success as a team and the leader (Strandburg-Peshkin et al., 2018).

If no. of followers is more it is very difficult to develop an individualized relationship with each other. But if we consider as a small team & its leader then it is good to have that Manager should developed individualized relationship as it is feasible to know every team member. So it’s make sense & should go to yes on individualized relationship. In individualized leadership, a Manager develops a unique relationship with each subordinate or group member which determines how the leader behaves and how the member responds. Manager can build networks on one-to-one relationships and use traits and behaviors to create many positive relationships. The leader can influence a larger number of people who will contribute to the success of the work unit.

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Advantages of Individualized Relationships

The ability to have individualized relationships and leadership experiences can really be beneficial for a leader and subordinate. Some of the benefits that could be realized using this tactics include the following:

·         Goal Achievement- any team having a goal to complete as manager building individual relation to his team member it will help to any goal set by the leader as manager know the each individual strength so oblivious to get good result for goal achievement.

·         According to strength work load distribution is very easy for manager this can be only on the basis of individual relationship with each other.

·         Effective Communication – as communication is very important aspect of any team by effective communication leads to proper deploying work, systematic approach, and clear views on any task by effective communication.

·         Job Satisfaction- as manager know every team member & its strength very well so its leads to job satisfaction as everyone can get the work according to the their strength automatically leads to job satisfaction.

·         Affective Commitment- individual relationship leads to members to focus for commitment as set by leader.

·         Minimize Role conflict- by knowing individual characteristics of team member one can minimize the role conflict so create good environment.

·         Everyone can get easy to find comfortable behavior by individual characteristics.

·         Get good behavioral pattern of each member to Manager.

·         Development of personal relationships which could be used for mentoring, future career aspirations, and other work-related items.

·         Understanding from the subordinate’s point of view that a leader is willing to take personal interest his/her needs

·         Ability to accommodate to individuals with specific needs as required by law or company policies and

·         Provide opportunities for subordinates to get special projects to bolster their internal working career for future positions.

Disadvantages of the Individualized relationship

While it is said that individualized leadership tactics are effective and can be used in a number of situations, there are some key disadvantages that are likely to occur. Though they may not sound all that bad, these are the ones which are common to pop up when trying to execute this strategy, including the following:

·         Behavioral issue as the one can consider take for grant approach as Manager will relay on one but can lead to hampered for next project.

·         Problem in group activity- it very difficult to leader to give activity in group as individual having different characteristics so unable to find the group characteristics or group behavioral pattern.

·         May cause a leader to form positive or negative expectations about an employee which can then affect actual employee performance rather than only performance ratings.

·         Some time may leads to favourism in team for task distribution by the leaders.

·         Leader may in confuse mind due each of having personal relationship so might can happened distract the commitment or no proper work deployment (Hiekel at al., 2020).

·         It is very time consuming and can be difficult to do when a team is comprised of a number of personnel since a high amount of time would be needed to execute the strategy for each person.

·         Though it is time consuming, effectiveness of strategy may be low because the skills and relationship gained could result in subordinates going elsewhere.

·         Though not likely to occur, there are chances that subordinates may not feel they are getting enough attention and therefore rebel or purposely do bad work to get additional attention.

·         Finally, the efficiency of process may be low when an organization is changing constantly whether the staff is coming in and leaving frequently or there are major changes in the team structure and composition.



Hiekel, N., & Wagner, M. (2020). Individualized Relationship Practices and Union Dissolution: Differences Between Marriage and Cohabitation. European Sociological Review, 36(6), 868-885.

Strandburg-Peshkin, A., Papageorgiou, D., Crofoot, M. C., & Farine, D. R. (2018). Inferring influence and leadership in moving animal groups. Philosophical Transactions of the Royal Society B: Biological Sciences373(1746), 20170006


Article 2



The leader does not intervene in the formation of groups or in the division of tasks. If not requested, he rarely comments on the results of group members, nor does he attempt to take part in the group’s work or participate in its activity. Cliques and rivalry appear. The group is disorganized. The results are very low (Lin, 2019).

When an organization is effective, there is a type of symbiosis between the leader and his followers. However, more than that, when the leader listens, responds, inspires and also delegates, there is a kind of synergy. The leader and his followers bring out the best in each other; they can lift each other up – both spiritually and work-related. Leadership of this class can elevate us in our behavior, with respect to our moral and spiritual development as well. It becomes leadership of the highest category (Lin, 2019).

First of all, it is important to remember that this derives largely from each culture – what people do changes in meaning depending on the culture. For example, in American culture, someone is “suspicious” to us or we think they are hiding something from us if they don’t look us directly in the eye. However, in Asian cultures, direct eye contact when you are talking to someone is considered highly offensive (Lin, 2019).

One of the challenges of non-verbal communication is that there is no dictionary. You cannot look up the meaning of something and sometimes it can be difficult to ask for clarification. It can also be embarrassing, because we can’t always control it (Lin, 2019).


Lin, S. H., Scott, B. A., & Matta, F. K. (2019). The dark side of transformational leader behaviors for leaders themselves: A conservation of resources perspective. Academy of Management Journal62(5), 1556-1582.