Positive Leadership Assignment PDF
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Added on 2021-06-17
Positive Leadership Assignment PDF
Added on 2021-06-17
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Running head: POSITIVE LEADERSHIPPositive LeadershipName of the Student:Name of the University:Author’s Note:
1POSITIVE LEADERSHIPIntroductionAuthentic leaders or positive leaders are highly capable of establishing collaborative andpositive relationship with the employees. Positive leader member exchange relationship results inmoral integrity and honesty within the employees (Leroy et al. 2015). Therefore, such employeescan build strong emotional bonding with the goals and objectives of their organizations. In thisway, such honest employees turn into highly committed employees towards meeting theirorganizational goals in most effective way. This study will highlight the positive association andrelationship between authentic leadership, Leader-Member Exchange (LMX) and employees’Psychological Capital. Furthermore, the literature review will also highlight the significance ofPsychological Capital for enhancing the performance level of the employees. Apart from that,the study will review the literature critically for demonstrating the ways in which the leaders canbuild positive psychological capital among different employees such as professionals versusadministrative employees, emotional labor, blue collar versus white collar employees, differentgenerational cohort, and/or different ethnicities. On the other hand, the importance of emotion onthe performance of employees will also be discussed in this literature review. DiscussionAuthentic leadership is considered to be the most positive, genuine and ethical form ofleadership. Authentic leaders are thought to be highly sensitive and moral to the employeesthrough their behavior and thought process. Gill and Caza (2018) pointed out that authenticleaders constantly share important organizational information with the followers for engagingthem in organizational decision making process. Moreover, the leaders always value theemployees’ inputs through disclosing their motives, sentiments and personal values. In this way,
2POSITIVE LEADERSHIPthe authentic leaders are mostly characterized for clarity behavior, openness and self-awareness.Furthermore, Hewlin, Dumas and Burnett (2017) opined that the attributes of the authenticleadership make it possible for the followers to assess the competence and morality of theauthentic leaders accurately. In this way, such positive leaders maintain transparency and clarityin their actions and behaviors with their followers for building trusting relationship with them.Apart from that, high quality leader member relationship leads to effective intimacy andfriendliness between the leaders and followers. Such friendly relationship and mutuallybeneficial relation between employees and leaders result in increased level of employeeperformance. Authentic leaders are extremely capable of influencing and developing the followersthrough energizing their positive psychological state. It is highly beneficial for their enhancedperformance level. As per Leroy et al. (2015), authentic leaders can effectively draw from theirown psychological state and contribute in the psychological state of the employees for theirincreased performance. Psychological capital of the employees has been identified as the positivepsychological resources that include the factors such as hope, resiliency, optimism and efficacy.On the other hand, Hirst et al. (2016) opined that authentic leaders consistently act and behaveaccording to their actual value and endeavor to achieve openness and trustfulness in theirrelationship with followers. Moreover, such positive leaders always guide their followersthrough demonstrating transparency in organizational decision making and setting examples.They also guide the employees to be highly connected emotionally with their job role andcognitively vigilant in their job performance. Moreover, authentic leaders are highly concernedwith generating moral standard among the employees, which keeps the employees honest with
3POSITIVE LEADERSHIPtheir organizations. They can maintain ethical standard, fairness and integrity in their jobperformance. Psychological capital is extremely important to moderate the performance level of theemployees. Authentic leaders make positive association between the psychological capital andenhanced employee performance of an organization. Avey (2014) mentioned that authenticleaders remain rationally hopeful and trustworthy, which enhance the hopefulness of theemployees through not only establishing willpower among them but also representing positivedirection of pursuing a certain job. Hence, such leaders are highly capable of enhancing the senseof self-efficacy among the employees to perform certain job. Furthermore, Wang et al. (2014)opined that authentic leaders interpret exchange the core organizational information with theemployees from positive perspective, which induce positive emotion among the employees. Inthis way, positive emotion turns into positive and optimistic perspective among the employees,which facilitates the employees to complete their jobs successfully. Precisely, the employeeshaving high level of psychological capital remain highly hopeful, optimistic, resilient andconfident in performing their jobs effectively. Leader member exchange (LMX) represents the rational approach to establish thepositive relation between the leaders and employees that actually enhance employee performancelevel. LMX has significant role to mediate the performance level of the employees. According toLittle, Gooty and Williams (2016), leader member exchange relationship promotes the positivesocial exchange with the virtue of gaining respect from the employees and establishingcredibility among them. The factors such as self-awareness, balanced processing, internalizedmoral standards and relational transparency form the core element of positive leader memberexchange relationship. Authentic leaders always show respect to the employees through bringing
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