The mutual reward theory can be used to identify working relationship deficiencies between individuals. The mutual reward theory says that if an individual in a working relationship perceives a discrepancy or “imbalance” in the amount and quality of the information he or she receives and the amount and quality he or she gives, the individual is less motivated to maintain the relationship (White, K.W. and Chapman, E.N., 1997, Organizational Communication). If a person is involved in a difficult working relationship it can affect their productivity and performa
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