Positive Leader: Cultivating Positive Emotion, Hope, and Workplace Relationships

This presentation focuses on the concept and essentials of positive emotion, hope, workplace relationships, psychological capital, and positive values. It aims to convey the importance of positive attributes to employees and team members. Topics covered include employee engagement, positive leadership, positive emotion, importance of positive emotion at the workplace, signs of a positive workplace, workplace relationships, psychological capital, hope, and resiliency.

Positive leader

Theme of the presentation
The main aim of the workshop is to enable the audience to get the concept and essentials
of positive emotion, hope, workplace relationships, psychological capital and positive
values.

Audience
The workshop is conduced for the employees and all the team members in order to
convey the importance of positive attributes.

Employee engagement
 Employee engagement is the way through
which a employee feel comfortable about their
work.
 Employee engagement shows that employees
are committed to the organisation goals and put
their discretionary effort into their work
(Lennon, 2019).
(Source: Spreitzer, 2019)

positive leader
 A positive leader always communicates in a better and effective way with its team
members (Flynn et al., 2018).
 The best way to combat with the current situations is to cultivate leadership style that
encourages employee engagement (Lennon, 2019) .

Positive emotion
 Positive emotion is considered as a behaviour which lacks negativity such as no
discomfort and pain is experienced (Kerit, 2019).
 Top ten common positive emotion includes joy, serenity, pride, inspiration, love,
acceptance, and hope.
 For instance- a emotion feeling after helping others gives a sense of satisfaction.

Importance of positive emotion at workplace
 Happy employees perform better and engaged very well.
 Encouraged employees need lower medical services.
 Happy employees have low absenteeism.
 Employees are more effective and efficient.
 Positive attitude helps in maintaining team relationships (Lawyers, 2015).

Signs of positive workplace
 Positive values.
 Relaxed and appreciable atmosphere.
 Commitment to serve the organisation to achieve the
excellence.
 Honest and Open communication.
 Positive reinforcement.
 Emphasising on health and family concerns.
 Compassion, understanding and respect (Donaldson,
Dollwet, and Rao, 2015).
(Source: custominsight, 2019)

Workplace relationship
 In addition to the resources, support from the
supervisor can lead to the higher engagement.
 As compare to this, negative interference can
also lead to the burnout at job.
 Organization that are giving work-life
improvement can lead or the positive behaviour
and attitude at work (Lennon, 2019).
(Source: Lawyers,
2015)

Psychological capital
an individual psychological capital can be developed
by:
 Self efficacy (have confidence in own )
 Optimism (making a positive contribution)
 Work positively toward goals when it is essential.
 Redirecting the path to goals.
 At the time of problem, work again to attain the
success (Kerit, 2019) .
(source: Kerit,
2019)

Hope
 Hope is an positive motivational state which is based on interactively derived sense of
goal directed agency (Lawyers, 2015).
 Cultivating hope in future actions promotes optimists that enables to make decisions
with hope and confidence (Spreitzer, 2019).
 For example- if employee`s score is high for hope and it also has a combination of will
to attain a certain objective and the idea of attaining it (Harter, Schmidt, and Keyes,
2013).

Resiliency
 Resiliency is an ability to adopt to challenging and
difficult life experiences.
 A highly resilient person bounce back the life
setbacks. These people can thrive under severe
pressure. He can also serve service to others to
cope up with adverse situation (Resilience, 2019).
 On the other hand, a person with lower resilience
finds trouble in handling pressure and face deep
hurt with any criticism (Harter, Schmidt, and
Keyes, 2013) .
(Source: Resilience,
2019)

References
 Kerit, (2019) HUMAN DEVELOPMENT. Available on: https://www.kerit.co/human-development/ [Accessed on 06/02/19]
 Resilience, (2019). HELP 4 HD INTERNATIONAL. Available on: https://help4hd.org/on-being-resilient/resilience-3/ [Accessed on
06/02/19]
 Lawyers, O. H. (2015). Dealing with Workplace Relationships: Legal Guidelines for HR Managers. Available on:
https://www.owenhodge.com.au/blog/dealing-with-workplace-relationships/ [Accessed on 06/02/19]
 Spreitzer, S. G. (2019) ppt. Available on: https://www.slideserve.com/temple/gretchen-m-spreitzer [Accessed on 06/02/19]
 Lennon, C. (2019) How To Encourage Employee Engagement Through Leadership. Available on: https://hr-
gazette.com/encourage-employee-engagement-leadership/ [Accessed on 06/02/19]
 Donaldson, S.I., Dollwet, M. and Rao, M.A. (2015) Happiness, excellence, and optimal human functioning revisited: Examining
the peer-reviewed literature linked to positive psychology. The Journal of Positive Psychology, 10(3), pp.185-195.
 Flynn, J.P., Gascon, G., Doyle, S., Matson Koffman, D.M., Saringer, C., Grossmeier, J., Tivnan, V. and Terry, P., 2018. Supporting
a culture of health in the workplace: a review of evidence-based elements. American Journal of Health Promotion, 32(8),
pp.1755-1788.
 Harter, J.K., Schmidt, F.L. and Keyes, C.L. (2013) Well-being in the workplace and its relationship to business outcomes: A
review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, pp.205-224.