Positive Leader Essay 2022

Running head: POSITIVE LEADER
Positive Leader
Name of the student
Name of the university
Author note

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Introduction:
Wang et al. (2014, p. 15) said that leaders play a significant role in the way of supporting
the staffs which is the key of protecting the emotional wellbeing of the staffs. This is the way,
through which the leaders help in generating high degree of commitment among the employees’
towards accomplishing organizational goals and objectives. In addition to that, Rego et al. (2012,
p. 435) also showed that the leaders also play a critical role in terms of creating a healthy
environment in the workplace which is the key of generating positive attitude among the human
resources.
Leadership supports in building the organizational capabilities and thereby strengthens
the degree of productivity and produce high quality of products and services. Eid et al. (2014, p.
59) stressed on the fact that shared mindset, talent, collaboration, speed, accountability and
learning are some of the major factors, being considered by the leaders in order to build
organizational capabilities. Present paper would put forth the discussion of the positive
leadership and its impact on building organizational capabilities. The relationship in between the
psychological capital of the employees, leader-member exchange (LMX) and authentic
leadership will be discussed in the paper. This essay will also shade light on the role of leaders in
building psychological capital among the staffs. The way, through which emotion impacts the
performance of the staffs, will also be explored in the paper.
Leadership is defined as the attempt of prompting the activities of the employees of an
organization and led them to attain organizational predetermined goals. As discussed by
Bouckenooghe et al. (2015, p. 263) leadership is also defined as the mode of exploring the
degree of productivity of an organization and take necessary action in order to improve the same

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for the sake of meeting diverse demand of the customers. As the employees are key assets of an
organization, the leaders should take special care towards generating positive behavior among
the staffs towards satisfying the organizational goals. Hirst et al. (2016, p. 490) state that there
lies the significance of psychological capital of the employees which can support in protecting
the mental wellbeing of the staffs. Psychological capital is defined as the state of psychological
state of development of the staffs which play a critical role in terms of improving the behavior
and attitude of the staffs.
Psychological capital is one of the most significant factors of generating positive
organizational behavior which is very much needed for the sake of improving organizational
performance. According to A Megeirhi et al. (2018, p. 929) hope, optimism, self-efficacy and
resilience are the key factors of building psychological capital among the staffs. Efficacy is
considered as the degree of confidence among the staffs to complete a task efficiently by
aligning all the resources properly. Hope is nothing but the positive motivational state which is
entirely based on the determination and planning of completing the organizational goals. On the
other hand, Gill and Caza (2018, p. 550) observed that optimism is the attribution style which
incorporates positive attitude among the staffs and lead them to perform their task with utmost
efficiency. Resilience is considered as the ability among the staffs to acknowledge criticisms and
failure positively.
Kong et al. (2018, p. 3459) opined that the staffs with high level of psychological capital
show positive attitude like job satisfaction and unwillingness to leave the job. At the same time,
these employees are more beneficial towards team building as they have the ability to work
collaboratively with others. Lyu et al. (2019, p. 113) shaded light on the fact that a close
relationship lies in between the psychological capital of the employees and their performance

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level. Positive behavior among the staffs acts as the motivational factor in improving the
performance level of the staffs. In addition, Hu e al. (2018, p. 100) perceived that psychological
can also influence the financial performance of an organization by improving its productivity.
However, Rurkkhum (2018, p. 120) argued by saying that it is the prime responsibility of
the leaders to maintain cordial relationship with the staffs in order to protect the psychological
wellbeing of the staffs and enable them to perform their assigned task with utmost efficiency.
According to The Leader-Member Exchange Theory (LMX), the relationship in between the
leaders and the followers is the matter of utmost importance as it support in building a
collaborative environment inside the workplace which is the key of shared decision making. As
observed by Chaudhary and Panda (2018, p. 2077) Role taking, role making and routinization
are the major stages, which the leaders should follow in order to build cordial relationship with
the followers. In the role taking step, it is the prime responsibility of the leaders to assess the
talent and abilities of the new member and offer them with opportunities accordingly in order to
demonstrate their capabilities and take necessary action in order to improve the same.
In the role making step, the leaders make a unstructured and informal relationship with
the staffs. This is the way, through which the leaders maintain healthy communication with the
staffs and thus keep them informed regarding the organizational policies and procedures. Wei et
al. (2018, p. 765) said that routinization is the last stage of framing leader member relationship.
In this stage, the leaders form a routine with that of the staffs and manage the tasks in a
comprehensive manner. In this stage, it is imperative for the leaders to show trust, respect,
empathy, patience, and persistence in order to deal with the staffs in an effective manner. In
addition, the leaders should also take special care towards strengthening the sense of mutual trust
and strong obligation among the staffs for the others (Arici 2018, p. 900). This is the way,