MNG03217-20183 THE POSITIVE LEADER PRESENTATION

MNG03217-2018-
3 THE POSITIVE
LEADER -
PRESENTATION
STUDENT NAME: KRANTHI KODE

Introduction
In the presentation here, the second topic provided for the Assessment 3 is selected and the
relevant work is done. The peer-reviewed journals were used in order to support the idea of the
same topic.
The topic selected here is the creation of a workshop that can help in enhancing the right and
positive emotions , building workplace relationships and other positive emotions like hope,
PsyCap and other positive emotional practices that can help in creating the positive work
environment and workplace relationships.

Aim
The main aim of the presentation is to explain the various concepts of the positive emotions and
the workplace relationships development and explain how these can be used and managed.
Also the aim is to study the emotions and practices that can be helpful in creating a positive
environment and good workplace vibes.
The aim includes the study of the peer-reviewed journals and the using the studied material in
the evidence-based practice for creating the referred workshop.

Justification
For completing the aim of the presentation as defined in the previous slide, the journal that are
already peer-reviewed will be studied.
For the completion of aim, there are 8 to 10 different journals were studied that were related to
the workplace relationship building, positive emotions at workplace, employee confidence
boosting and the psychological capital.
The studies journals all are summarized individually in the next slides, and then the concepts
defined are used to develop the desired workshop.

Role of Perceived Norms for
Respect
Different methods were used to understand
the norms of respect in the workplace
environment.
According to this, an organization can have the
good positive behavior and the workplace vibe
if the employee behave fairly and respectfully
with each other.
In the second method that was used in the
journal it was found that a healthy workplace
environment can also be built using the
ethical code of working.
(Walsh, Lee, Jensen, McGonagle, & Samnani,
2018)

Theories of Leadership
According to the (Wegner, 2017), there are
various practices that are used by the
positive leaders to manage the workplace
and employees and these practices
include:
Communication in the work team
Attention to subordinates in the team
Motivating the team members
Assignment of individual responsibilities
Handover of authority

Emotional intelligence &
workplace relationships
Referring (Dumbravă, 2011), it is concluded that at the
workplace, there is a need to use the emotions intelligently
and balancing those emotions at the workplace is known as
the emotional intelligence.
The following are the reason because of which the emotions
can not be avoided at the workplace:
Emotions help in engaging employees and keeps them
motivated.
Emotions are directly related to learning at the workplace.
Decisions are based on the emotions.

Psychologization of workplace
relations According to the (Kasyanenko, Nevado, Rimmer, &
Soares, 2014), the researches related to the
psychology and the workplace behavior are increasing
in the industries.
It is concluded that maintaining the balance of
sociological, economic, institutional perspectives at the
workplace is very important for the workplace
relations.
The study of the psychology at the workplace helps in
understanding the interest of various employees.

Psychological capital
According to the studies presented in (Schulz,
Luthans, & Messersmith, 2014), it was found that
there is a relationship between the PsyCap of the staff
in the organization and the work efficiency.
From the study it is suggested that the PsyCap
emotions and resources like the efficacy, hope and
optimism among the staff is a very important way to
improve the overall turnover.

Role of employees' leadership
perceptions and values
Referring to the work done by (Graves,. & Sarkis,
2018), the leadership style known by the name of
the environmental transformation/environmental-
specific transformational strategies the leader work
as the icon for inspiration by conveying the
environmental missions to staff and making them
aware about the environmental problem.
Different values are given and practiced by the
employees in order to make the work environment
more positive.

Occupational attributes
The relation between the psychological status and
personal wellbeing was found in this study.
It was found from the study done on the group of
teachers that the occupational attributes are directly
related to the job satisfaction and personal growth
(Mcinerney, Korpershoek, Wang, & Morin, 2018).

Workshop
Goals: the main aim of workshop is to define what to be done in order to create a good and
positive working environment.
The goal of the workshop also includes the ways in which the workplace relations can be
managed and how the positive emotions are built up will be discussed. The use of the PsyCap
and positive values will be discussed in the presentation.
Workshop participates: the participants of the workshop will the people that are working in the
particular organization and the people and individuals that are leading the team of such people
and groups.

Agenda of workshop
Main points: the main points of the workshop will be as
following:
◦ Development of the healthy workplace relationships
◦ PsyCap and the use of the PsyCap in miniating employee
wellbeing
◦ Occupational attributes
◦ Emotional intelligence and its balance in workplace
◦ Positive leadership and employee confidence boosting
Visual aids: these will be the images, videos and
diagrams, etc. that will be used in order to explain the
topic in better way. For explaining the points mentioned
above the visual aids will be as displayed in the slide and
images like:

Discussion points for workshop
The following are the main discussion points for the workshop:
◦ The practices of treating each other with respect so that a good workplace environment is
maintained.
◦ Theories of leadership that involve points like communication in the work team, attention to
subordinates in the team, motivating the team members, assignment of individual responsibilities and
handover of authority.
◦ The management techniques of the emotional intelligence and the workplace relationships.
◦ The ways in which the workplace relationships affect the individual’s personal and professional
psychology.
◦ The relationship between the psychological capital and the employee wellbeing.
◦ Occupational attributes and the roles of the occupational values in the leadership and employee
relationship.

References
Walsh, Benjamin, Lee, Junghyun, Jensen, Jaclyn, McGonagle, Alyssa &
Samnani, Al-Karim 2018, ‘Positive Leader Behaviors and Workplace Incivility:
the Mediating Role of Perceived Norms for Respect’, Journal of Business and
Psychology, vol. 33, no. 4, pp. 495–508.
Joanna Wegner 2017, ‘The Manifestations of Positive Leader Roles in Classical
Theories of Leadership’, Journal of Corporate Responsibility and Leadership,
vol. 3, no. 3, pp. 91–105, accessed from .
Gabriela Dumbravă 2011, ‘WORKPLACE RELATIONS AND EMOTIONAL INTELLIGENCE’, Annals of
the University of Petrosani: Economics, vol. XI, no. 3, pp. 85–92, accessed from .
Kasyanenko, Tatiana, Nevado, Pedro, Rimmer, Malcolm & Soares, Maria Eduarda 2014, ‘The
psychologisation of workplace relations: why social context matters’, Asia Pacific Journal of
Human Resources, vol. 52, no. 4, pp. 393–399.

Refrences
Schulz, Steven, Luthans, Kyle & Messersmith, Jake 2014, ‘Psychological capital’, International
Journal of Physical Distribution & Logistics Management, vol. 44, no. 8/9, pp. 621–634, accessed
from .
Graves, Laura M. & Sarkis, Joseph 2018, ‘The role of employees’ leadership perceptions, values,
and motivation in employees’ provenvironmental behaviors’, Journal of Cleaner Production, vol.
196, pp. 576–587.
Mcinerney, Dennis M., Korpershoek, Hanke, Wang, Hui & Morin, Alexandre J.S. 2018, ‘Teachers’
occupational attributes and their psychological wellbeing, job satisfaction, occupational self-
concept and quitting intentions’, Teaching and Teacher Education, vol. 71, pp. 145–158.