1.

What should a leader do to dispel any notion or misperception that

there are in-groups and out-groups in his or her work unit?

In-groups are formed where the leader and members of the group share a very
strong social bond and rapport. The leader and the members share a very good
camaraderie that is friendship among each other in in-groups. Whereas out-
groups are formed where the leader and members of the group do not share
strong social bond or rapport. The leader and members do not share a good
social tie or camaraderie that is very weak friendship among each other in out-
groups.

A leader has to be fair and competent when it comes to treat followers

professionally, he has to provide and equal opportunity to every member to
showcase their talent and skills and get attention and promotion in the
organization.

A leader can also have a personal counseling sessions or seminar or workshop

wherein he could be more expressive in making the members of his work unit get
aware that he is fair and unbiased. The actions and behavior of a leader will
depict what he actually is and does he favor in-groups or out-groups in the work
environment or not (Otara, 2011).

Thus, a leader has to be very cautious with his actions and decisions, to avoid
making a wrong perception about his personality among the followers.

2. As a leader, how will you motivate the alienated follower?

The alienated followers are the ones who approach negative side of the thing
and are often upset and unhappy with their image and performances in the
organization.

Let us discuss being a leader how alienated followers could be

motivated:
 Alienated followers could be motivated by making them get involved in work
areas where their high critical thinking gets rewarded and is utilized completely.

By making them get recognized and rewarded for their exemplary work
achieved, they could be highly motivated.

They are cynical in nature because of the neglecting of their work by the
organization, thus it would be better if their work gets recognized and they get
their due regards and worth at the workplace.

Alienated followers are capable but are unwilling to provide their valuable
suggestion and opinion in the problem solving process, thus they should be
taken in confidence by making them feel they are worthy and an asset for the
organization and then ask them to give their opinions in solving the problems.

They have to be motivated and counseled to look at the greener side of the
grass and look at the optimistic and positive things and be happy (Yung & Tsai,
2013).

References

Otara, A. (2011). Perception: A Guide for Managers and Leaders. Journal of

Management and Strategy, 2(3), 2124. http://doi.org/10.5430/jms.v2n3p21

Yung, C. T., & Tsai, K. C. (2013). Followership: An Important Partner of Leadership.

Business and Management Horizons, 1(2), 47.
http://doi.org/10.5296/bmh.v1i2.4233