Analysis of Positive Leader and its Impact on Psychological Capital

Running head: ANALYSIS OF POSITIVE LEADER
ANALYSIS OF POSITIVE LEADER
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Author Note

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ANALYSIS OF POSITIVE LEADER
Introduction
Leadership is considered to be an ability of the management of an organization which
enables them to set and further achieve the goals which are highly challenging in nature. The
leaders in this case need to take decisions which can help the organization to outperform
competition that has been created in the industry. Leadership is thereby able to provide a
direction to the organization which can play an important role in the achievement of
objectives. The employees are able to perform their responsibilities in an effective manner
with the help of instructions that are provided to them by leaders (Amanchukwu, Stanley and
Ololube 2015).
Authentic leadership is thereby based on the strong character of the leaders which
plays an important role in the ways by which an organization is managed. Productive
leadership is thereby able to provide positive energy within the organization and also show
high levels of optimism. Authentic leadership is thereby able to affect different factors within
the industry which include, leader member exchange and the psychological capital of
employees as well (Balon 2014).
The literature review will be able to provide an insight based on the authentic style of
leadership of the managers or leaders and effect on psychological capital as well. The
literature review will be based on the consideration of different types of employees which
include, administrative employees versus professionals, white collar versus white collar
employees and emotional labour. The impact that emotions have on the performance of
employees will also be discussed with the help of this literature review (Boekhorst 2015).

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ANALYSIS OF POSITIVE LEADER
Conceptual framework of leadership and employee performance
Source – Created by author
Critical analysis of authentic leadership and psychological capital
The study mainly explores the emerging aspects of leadership which deals with the
different inner-self related aspects related to leadership. Authentic leadership is largely based
on transformational style of leadership and is related to the ability of the leaders so that the
follower can be encouraged and praised so that they are able to perform in a better way.
Transformation leadership is thereby investigated with the help of the analysis of leader’s
behaviour and their influence on the followers or employees. Authentic leadership can also
further help the leaders to make the employees go beyond their assigned responsibilities in
order to achieve in the industry (Bolden 2016).
According to, Cox (2016), traits that mainly originate from behaviour of a person and
their values are major areas of focus of authentic leadership. These qualities are able to equip
the leaders so that they are become capable of thinking about the ways by which they behave
which further affects the levels up to which some of them flourish and others don’t. The
authenticity of leadership style is based on the positivity of psychology. In the modern
organizations authentic leadership is based on the intrinsic qualities of leaders as compared to
Authentic
leadership
Leader-Member
Exchange LMX
PSYCHOLOGICAL
CAPITAL

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ANALYSIS OF POSITIVE LEADER
the exhibited qualities. The qualities that have been gained by the leader are able to affect the
followers if the leaders are able to establish relations with them.
Authentic leadership is based on the authenticity of relationships that the leaders have
with employees and the ways by which they are able to influence them. The authentic
leadership style thereby moves beyond the behaviour that is depicted by the leaders and the
reflection of that behaviour among the followers or employees. The self-determination theory
is also a part of authentic leadership style. The ability which leaders have to control the
behaviours and emotions also plays an important role in the growth of authentic leaders de
(Barros et al. 2015).
As argued by, Dinh et al. (2014), authentic leadership consists of different
components which are able to create an important part of the ways by which it is able to
affect the followers or employees. The first major component of authentic leadership is self-
awareness which is based on the self-concept and ability to acknowledge the internal
weaknesses and strengths. The awareness based on limitations and strengths that have been
gained by the leaders is able to affect and regulate the emotions. The second component that
plays an important role in authentic leadership is unbiased processing which is related to the
positive regard and humility. The third component of this leadership style is based on
authentic behaviour or action and fourth component is further related to the authentic
relational orientation. This component involves the relationships that have been established
with the followers in an effective manner.
According to, Kiersch and Byrne (2015), leader-member exchange based theory is
different from different theories as it mainly focusses on the unique style of relationship
which is shared between the leaders and the followers. LMX or leader-member exchange
thereby entails extent up to which the followers and leaders are able to develop self-directed,