Positive Leadership: Building Psychological Capital For Employees, An Essay.

1.What is the relationship between authentic leadership, Leader-Member Exchange (LMX) and employees’ Psychological Capital (PsyCap)? Critically review the literature that explains how to build the Psychological Capital of some different types of employees (such as professionals versus administrative employees, emotional labour, blue collar versus white collar employees, different generational cohort, and/or different ethnicities)? Why do emotions (of for example leaders, managers, employees) significantly impact employees’ performance?    
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2.Analyse the leadership and/or employee performance (such as their engagement, turnover, commitment, wellbeing) at your workplace and compare it with the positive leadership and Psychological Capital literature.  How similar or different is your workplace from what is potentially possible as per recent research studies? Please consider some different types of employees (such as professionals versus administrative employees, emotional labour, blue collar versus white collar employees, different generational cohorts, and/or different ethnicities). Use the positive leadership and/or Psychological Capital literature to suggest how to move your workplace towards being more effective? 

Positive Leadership

This essay is based on ‘positive leadership’. It will explain about the strategy of positive leadership. An organization is always requires positive leaders for completing their goal, missions, and vision.   In this essay, different things will discuss about the positive leadership, which are necessary for working for an employee in an organization, such as working environment, positive climate, helping nature, and behavior of individual and organization towards employees.

It is about working environment and employee’s responsibility for an organization. This essay will also explain about the key terms for improving employee’s performance in the organization, such as well-being, engagement, and commitment for work. It is also include differences about the positive leadership and Psychological Capital literature.

It will also discuss about the research on positive leadership in present era. It takes different types of employees for explaining positive leadership, such as professional employees, administrative employees (Bolden, 2016). Impact of positive leadership and Psychological Capital literature on effective working of employees at their work place will also discuss in later section of this essay.   

This essay includes suggestions for working effectively in an organization with different skills in a worker, such as humility, honesty, timeliness and enthusiasm in the later part of this whole essay.    

Leadership is a set of skills in a person for problem solving with individual and teamwork efforts.  Positive leadership is a different strategy for handling team and working in pressure. Leaders are working for higher levels of performance across a company in a business strategy.  Positive leadership is a different style of leadership; it is having a strategy, which is combining all for fulfill a purpose. It is a make a value for all stakeholders for that collective goal. It is value-based approach for completing a task (Cameron, 2012).  

According to Kelloway, positive behavior is making a relationship between leaders and their team. Positive Leadership is distinct from transformational leadership. Well-being is always focused; because of employees is function of leadership. Their mental health is affected their behavior in many ways (Kelloway, et al., 2013). True Leadership requires patience, courage and organization. Good Leadership, on the other hand, has an additional dose of strong positive energy. Although regimented strength is admirable, it does not inspire or advantage a team as a positive factor can. According research, organizations are having high performance, which are having value-driven fundamentals. Organizations that take risk and trouble to enhance their values are archive long-term success in term of commercial and social sustainability (Day, et al., 2014).     

There are few fundamental principles of positive leadership, which can make an organization better. Positive Leadership is a selected strategies for doing a work in which a commitment from themselves for achieving a goal. It is a necessary part of positive leader. They are part of an organization and they are having values for organization. It is used as a source of energy for completing tasks and inspires others for working. Positive Leadership develops character and capability for work with high performance in an organization. Positive leadership requires a clear sense of purpose for getting goals for their organization. It can set purpose of individual for develop skills for achieving goals. Few things are must requires for achieving the goal; vision of individual an organization, enhance personal skills, and mobilize individual commitment, increase capabilities, self-belief for work under pressure (Greyvenstein & Cilliers, 2012).

Fundamental Principles of Positive Leadership

Positive leaders are set examples for other for completing their aim with lot of efforts. They encourage people for creating dreams, and achieve them. In between, they made mistakes but resolve the mistakes and learn from mistakes and it will help in solving future problems. Positive leadership is a way to understand importance of the constant debriefing. Positive leaders are always doing self-assessment for personal growth using self-reflection and self-awareness. They have an aim to give services to others and it will help them for creating new positive thoughts for others (Kelloway, et al., 2013).

Positive leadership is provides many ways to handle different conditions in an organization, and how employees works in a pressure. That situation is so dangers for employees, still they work for enhancing their performance at all times.   In connection with the standard practice of leadership, this observation also attracts on the benefits of these qualities, but it is also providing better facilities in different areas at broad level ( Hoch, et al., 2016).

Leadership is therefore an important factor when considering changes in one's workplace and offers the ability to settle in new jobs quickly. Key aspects that are necessary to deliver improvement compound efficient and effective leadership.

If leaders optimize the positive environment, personal relationships, interaction and significance of these four success factors, they can create a climate that better supports talented people and enhances the overall performance of employees at work. Strategies and expertise can be learned in all four of these regions. The drive to find a goal and to live a meaningful life is part of human nature and an important element in our psychological well - being and productivity. Every worker is committed to a deliberate work and economic improvement that value our organization and community (Kelloway, et al., 2013).

A leader must affect, inspire, interact and mobilize his followers to improve an organization's business. A leader is always ready for financial success, as the leader challenges his worker's political status quo to assume and do things a little differently. Positive leaders are making a positive environment for their teams’ improvement and they set examples for them and others to motivate for work in critical conditions. It is also useful for employees for inspire them to work hard (Kelloway, et al., 2013). 

Leader’s psychological capital is directly affects followers organizational Leadership and psychological capital as shown in above figure. There is a barrier between leaders and followers in term of psychological identification. The transformation of thought from leaders to followers are depends on the leaders as well as followers.    

Personal, professional, and social cultural are parts of authentic leadership. It has modified and further changes according to situations in which this worked well. It is including traditional leadership in the authentic leadership. It has different concepts for well monitoring and shaped people in this 21st century of strong leadership.

Better vision learning has been developed with the goal of slightly better practicing these both emotionally and financially in possible leadership positions. Workplace is a common place for work to all the employees. Climate of working is increasing good thoughts of employees for work for organization. Positive behavior is beneficial for organization and employees for working hard in the organization. It is also helpful for motivate workers for working in a critical conditions.

Benefits of Positive Leadership for Employees

In organizations high psychological capital believers, who expect to receive more meaningful assessments and knowledge form higher self – esteem people. They are expected to achieve better prospects. They meet their personal objectives with the workplace objectives. These people will make a full recovery, overcome the difficulties and stay the course in achieving victory. They are showing greater flexibility in the process, even when faced with changes and challenges.

Leaders characterized by productivity, self - belief and strength have the ability to stimulate leadership skills in the workplace and effectively mobilize assets. It is only way to increase good skills in employees for getting their goal.  Their followers receive more support from their seniors in the way. It also develops a stronger sense of pride and knowledge as a special part of the organization. Effective psychological capital can enable team members to be equipped with integrity, giving leaders sincerity in acting in accordance with their own words in exercising their leadership. In this way, political leaders with integrity are not only in favor of achieving team objectives. 

The long - term faithful activity of leaders is perceived by their followers. Thus contributes to improving their sense of community. Positive leaders always set their thoughts for well-being. Mental health of a leaders is also generates positive vibes for other team members, and they are always motivate and energies through them. Positive leadership is very critical as compare to other leadership styles ( Langley , 2016).

Organizational recognition is based on an understanding of the social groups in which they reside. They are used employees strength for making business of an organization.  It highlights the position of the physical consequences of membership in particular groups. Theory of self-characterization includes that improvement in skills are naturally develop. For example, they will persevere in pursuing objectives and adjust their strategies to succeed in life if necessary.

They have more positive health desires and are better able to retrieve quickly from difficulty and disappointment. Working employees and leaders with rich psychological resources tend to demonstrate better defensive performance at the workplace. They have more fulfilling career and a beneficial social status. Members of the team with a high degree of self-esteem gain a sense of power over other groups and develop a resilient sense of team. Therefore, the psychological wealth of leaders is necessary to the organizational reputation.

There are measurable relations, such as basic salary and reimbursement. There are mental cultural exchanges, such as assistance, believe, self - esteem and reputation. These types of psychological conversations help to create an intelligence of duty. Two things, mutuality and trust in the organization are so important for the organization, as well as employees.

When the organization satisfies with the psychological needs of the followers, they increase growth in many fields. The followers lean towards to show desirable working approaches and behaviors. .Psychological equity could consider as a brand of remarkable change between people and their groups.

Conclusion 

From the previous parts of this essay, it is concluded that leadership is an ability to engage in case of a crisis. Leadership is always maintained with the help of different personal skills, such as team spirit, honesty, emotional intelligence and much more.

In this essay, positive leadership and psychological capital literature have been compared to a variety of points. Recently, positive leadership is a basic research topic for professions such as emotional work, ethnic groups and societal groups. Suggestions for improving the workplace, such as better communication, teamwork and motivation, are also concluded. Workplaces always have a positive working environment. Good leaders are always a healthy environment for employees. It increases their extra energy for work. A positive environment is a way to create more jobs that are efficient for employees at work. If they have a better working environment, they are like their jobs.

Positive leaders are examples for others to achieve their goal with a great deal of effort. They encourage people to create dreams and try to achieve them. Meanwhile, they have made mistakes, but they solved the mistakes and they learn from the mistakes and they will help to solve future problems.

Finally, it is concluded that positive leadership is a skill for individual or team for handling situations and set examples for others. It is helpful for making moral of other person’s higher for working in their workplaces.   

References

Hoch, J. E., Bommer, W. H. & Dulebohn, J. H., 2016. Do Ethical, Authentic, and Servant Leadership Explain Variance Above and Beyond Transformational Leadership? A Meta-Analysis. Journal of Management, pp. 1-29.

Langley , S., 2016. Positive Leadership: A Framework for Boosting Organisational Performance. [Online]
Available at: https://blog.langleygroup.com.au/positive-leadership-a-framework-for-boosting-organisational-performance
[Accessed 21 november 2018].

Bolden, R., 2016. Leadership, management and organisational development.. In Gower handbook of leadership and management development, 1(1), pp. 143-158.

Cameron, . K., 2012. Positive leadership: Strategies for extraordinary performance. 2nd ed. New york: Berrett-Koehler Publishers.

Day, D. V. et al., 2014. Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, pp. 63-82.

Greyvenstein, H. & Cilliers, F., 2012. Followership's experiences of organisational leadership: A systems psychodynamic perspective.. SA Journal of Industrial Psychology, 38(2), pp. 1-10.

Kelloway, . E. K., Weigand, H., McKee, M. C. & Das, H., 2013. Positive leadership and employee well-being. Journal of Leadership & Organizational Studies, 20(1), pp. 107-117.