POSITIVE LEADERS AND EMOTIONAL LABORERS.

Running head: POSITIVE LEADERS AND EMOTIONAL LABORERS
Positive Leaders and Emotional Laborers
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1POSITIVE LEADERS AND EMOTIONAL LABORERS
Slide 1: Introduction
As opined by Macdonald, Burke and Stewart (2017), the leaders within the spectrum
of the contemporary organizations are increasingly playing an important role and as a matter
of fact they have become an integral part of the organizations itself. Murphy and Louis
(2018) are of the viewpoint that the contemporary leaders are required to perform not only
the job roles of the leaders but at the same time they are imbued with the responsibilities of
the managers as well. In this capacity, they are increasingly seen as the stewards of the
business organizations and the fortunes of the organizations depend greatly on the
effectiveness with which they are being able to dispense their job roles (Randel et al. 2018).
In this regard, it needs to be said that they are no longer entrusted with the job roles of
leading and motivating the subordinates but at the same time they need to offer mentoring,
coaching, participate in performance management, create effective job designs and other
similar kinds of job roles within the framework of the organizations (Wagner 2016). Thus, it
can be said that the leaders have emerged as an indispensible part of the contemporary
organizations.
Slide 2: Positive Leader
According to Shirey (2017), positive leadership is generally defined as the kind of
leadership which believes in bring together for the attainment of a common purpose or goal
or objective. More importantly, Nel, Stander and Latif (2015) have articulated the viewpoint
that the positive leaders are required to help the followers to set various kinds of milestones
for the attainment of the overall goals or the objectives outlined by the followers.
Furthermore, it is seen that the individuals taking the help of this framework of leadership are
required to take into effective consideration the entities of ethics and morals and establish
effective relationship with the subordinates, which will be based on these values (Gordon

2POSITIVE LEADERS AND EMOTIONAL LABORERS
2017). The primary of this is to obliterate favoritism in the workplace and thereby create the
kind of environment within the workplace wherein the employees would feel motivated to
perform in a much better manner (Luthans and Youssef-Morgan 2017).
Slide 3: Character Traits of Positive Leaders
Rego, Lopes and Nascimento (2016) are of the viewpoint that the entity of character
traits distinguishes the leaders from the followers and also the leaders are required to have
various kinds of character traits which are likely to help them to complete their job roles in an
effective manner. In this regard, it needs to be said that the positive leaders are required to
possess various kinds of character traits like effective communication, critical decision
making, time management, motivating, coaching and others (Luthans, Youssef and Avolio
2015). Furthermore, the positive leaders are required to ensure the fact that the concepts of
ethics and morals should dictate their actions and also the manner in which they deal with the
followers who are associated with. As opined by Zubair (2015), the central lacuna of the
positive leaders behind the usage of these traits is to ensure the fact that the job productivity
of the employees is enhanced in a positive manner. In addition to these, the positive leaders
through the usage of ethical practices are required to reduce the work stress of the workers
and also ensure that they are able to maintain work-life balance so as to enhance the well-
being of these employees (Olaniyan and Hystad 2016).
Slide 4: Positive Leaders and the productivity of employees
As stated by Carleton, Barling and Trivisonno (2018), one of the most important job
roles of the various positive leaders is to positively enhance the productivity of the different
followers who are associated with them. In this regard, it needs to be said that the positive
leaders through the use of ethics are not only required to create ethical relationships with the
followers but at the same time are required to develop as well as utilize the psychological

3POSITIVE LEADERS AND EMOTIONAL LABORERS
capital of the different employees in an effective manner (Bouckenooghe, Zafar and Raja
2015). This is important from the perspective that the overall productivity of the employees
depend significantly on the manner in which the psychological capital of these individuals is
being developed and also utilized for the completion of the job roles that they are performing.
More importantly, the positive leaders through the use of ethics and removal of favoritism
create the kind of workplace wherein the employees are able to perform as per their
maximum capacity. This is directly related to their productivity since recent researches have
revealed the fact that the entity of organizational culture had a positive impact on the
employees (Friend et al. 2016). In addition to this, it is seen that the positive leaders try to
enhance the engagement among the different employees so as to enhance the productivity of
the employees.
Slide 5: Positive Leaders and the wellbeing of employees
Chughtai, Byrne and Flood (2015) have articulated the viewpoint that the contribution
made by the positive leaders within an organization becomes not only apparent in the
enhancement of the productivity of the employees but at the same time in the manner in
which they contribute towards the wellbeing of the employees. As opined by Goswami et al.
(2016), the productivity of the employees depends greatly on the extent to which they are
being able to handle the work pressure or stress and also on the level of engagement among
the different employees. In this regard, it needs to be said that the positive leaders by virtue of
the creation of ethical relationships with the followers try to create the kind of workplace
environment wherein the employees would feel less stress or pressure. For the attainment of
this they try to enhance the engagement level among the different employees which is
important not only from the perspective of wellbeing but at the same time from the
perspective of productivity as well (Othman et al. 2018). It is seen that through the process of