The Ups and Downs of Reciprocity
A Brief Description of Each Example
During my internship program, most of the full-time employees requested the interns to help them prepare weekly reports because the interns did not have a lot of workloads. At some point, my supervisor requested I help him summarize the market research reports. In return, he would write me a good recommendation to increase my chances of securing a job after graduating. However, I had to meet his expectations in completing the reports by following the proper format and providing a detailed report. I also experienced reciprocity when one of my colleagues at work when I was sitting for my exams at school. I agreed with one of my colleagues that I would vote for her as the employee of the year and recommend her for a promotion within the organization, and in return, she would cover my shifts when I was doing the exams.
The Value Leaders Can Gain by Utilizing Reciprocity with Followers
The phenomenon of reciprocity is evident in transactional leadership. According to Moss (2019), transactional leadership uses punishments and rewards to motivate followers. Therefore, followers must do something for the organization to get rewarded. When they do not do what they are expected of them, they are punished, thus creating reciprocity. The main value that a leader can gain by utilizing reciprocity is keeping the followers motivated towards accomplishing a specific goal. According to Maharvi (2021), rewards increase people’s morale and commitment toward a particular cause, thus increasing motivation. Through reciprocity, leaders can also increase the collaboration between themselves and their followers.
Using Reciprocity to Manipulate Followers?
According to Covey (2013), habits developed throughout a person’s life influence people’s behavior. An unscrupulous leader can use reciprocity to manipulate followers by setting unrealistic expectations to suit their needs. Manipulative leaders rely on control and power to get results. Therefore, a leader may create a situation where the followers give more than they receive. For example, a leader may require employees to work under poor conditions, such as long working hours and lack of work-life balance, in return for higher pay and benefits such as healthcare insurance.
References
Covey, S. R. (2013). The 7 habits of highly effective people: Powerful lessons in personal change. Simon & Schuster.
Maharvi, W. (2021). Investigate the role of non-financial rewards on employee performance: Mediating role of motivation. Journal of Development and Social Sciences, 3(III). https://doi.org/10.47205/jdss.2022(3-iii)49
Moss, G. (2019). Transactional leadership and its impacts. Inclusive Leadership, 47-77. https://doi.org/10.4324/9781315108575-3
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Question 
The Ups and Downs of ReciprocityUnit 2 DB: The Ups and Downs of Reciprocity
Think of two real-life examples of reciprocity from your workplace (or an organization you are a part of like a club, religious organization, or a non-profit you volunteer for) – one where you did something for someone else and expected reciprocation and the other where someone expected reciprocity from you for a favor they did. etc.).
Your initial post should include the following:
The Ups and Downs of Reciprocity
Briefly describe each example.
What value can a leader gain by utilizing the phenomenon of reciprocity with followers?
Can an unscrupulous leader use reciprocity to manipulate followers? If so, how? If not, why?
In response to your peers, respectfully indicate an agreement or disagreement with your classmates’ assessment of whether a leader can gain value by utilizing reciprocity and whether a leader can use reciprocity as a tool of manipulation. Make sure you outline why you agree/disagree.