Is the probability of being promoted higher to those who are close to the boss? (The Science Behind Politics in the Workplace)

"Promotion only happens to those who bootlick!" I hear this reaction often in my classes. Others might not speak of it but they gesture, in a strong agreement whenever somebody vehemently expresses it.


Is being close to your boss advantageous in every angle as this relationship may possibly catapult you to a higher position? The answer is yes, with conviction. Ergo, do not be surprised that sooner or later that co-worker of yours, whom you deride as he/she overtly and shamelessly bootlicks, becomes the next boss of you!


The LMX theory of leadership explains why. The theory's focal point is on the “vertical linkages” or relationships of leaders with every direct report. The pursuit is investigating the effects of the degrees of proximity to the organization. Such relationships are categorized into two groups: the IN-GROUP and the OUT-GROUP.


The formation of these groups involves several steps. Everyone starts from 'testing' and identifying behaviors that suit best to the organization and fit more to the leader.Somewhere down the lane, the split happens.


The In-Group's relationship with their leader is based on mutual trust, liking, and reciprocal influence. The group members receive more information, influence than the rest of the subordinates. Additionally they are more dependable, highly involved and more communicative than the rest of subordinates.With Out-Group, the leader uses traditional supervisory approach, and the employee helps the leader strictly based on his resposibilities as a subordinate, not further. In other words, they come to work, do the job, and then go home. (http://www.bealeader.net/109/the-lmx-leadership-theory)


In essence,the in-group holds strong ties with their leader whilst the out-group is at a distance following what the job scope states. The in-group is more updated and more likely to be given special projects as they show more enthusiasm and share the same views with their leader than the other group.


This might have thrown an organization off-balance as the out-group are deprived of opportunity to improve and grow. However, it has been proven that organizations succeed and grow more with in-group's endeavors, hence, the in-grouper's are more likely to be catapulted to higher posts as the organization grows over time.


It could have been a lot a better if leaders have the capacity to create an excellent working relationships among all their people. We hope that they have the patience to deal with individual differences or at least attempt to understand difficult individuals and the root of their behaviors. They must be the catalyst of change and foster an excellent quality LEADER-MEMBER EXCHANGES.