Positive Leader Presentation for Improved Productivity and Wellbeing

This presentation focuses on the characteristics of a positive leader and strategies to improve productivity and wellbeing of employees through flexible working hours. It explores different types of skill development exercises aiming at signifying the impact of the strategy. The presentation emphasizes the importance of creating a comfortable work environment and balancing the life of employees. It also highlights the role of positive leaders in forming an organizational culture that balances flexibility and face time.

MANAGEMENT
Positive leader presentation

Introduction
The positive leaders empower positively divergent
performance. The efforts are made by them keep
focusing on the outcome.
• The positive leaders focus on simplifying best of the
human condition.
• The positive leaders have attained the ‘ability to inspire’
as a characteristic.

Characteristic of being a positive leader
• Being a positive leader, a person is required to have
‘ability to inspire’ as a characteristic.
• It helps to encourage employees in the organization and
results in the support, contribution along with the best
work. (Azar, Khan and Van Eerde, 2018).
• The positive leaders have great role in forming vision and
mission by considering thoughts and ideas of the
employees.
• The positive leader tells to exhibit the commitment and
passion in every interaction, presentation and the way
customer woes are handled

Continued…
• Communication, enclosure, integrity, and compassion to
the requirements of the needs of the employees form the
qualities and characteristic of being an inspirational
leader.
• The ability to be inspirational of the leaders make
employees obsessive about the vision and mission of the
organization (Cooper and Baird, 2015).

Strategy to improve the productivity and wellbeing of the employees
The initiatives have been initiated by the positive leaders to
enhance efficiency and wellbeing of the employees. The
positive leader can successfully enable the ‘flexible working
strategy’ to enhance the productivity and wellbeing of the
employees.
For example, professionals like engineers can successfully
carry their work from home and save the time taken to
commute.

Continued…
• The time consumed in traveling can be used for some
other productive work. It can be a pause from the long
travel and it can even result in great output.
• The strategy of the flexible hours is specifically suitable
when the professionals do not feel well and are not in the
condition to travel.
• For instance, professionals such as engineers can work
from with more efficiency and can save the time
consumed in traveling (French, 2017).

Continued…
• The strategy of the flexible working hours can benefit the
organization in the large extent as it increases the
productivity of the employees and their well-being.
• The technology advancement helps employees in sharing
files, connecting with employees and in cooperating on
the tasks.
• The hot desking is the latest trend which enables
employees to share space and systems on the days they
come for work.

Continued…
• The flexible working hours have a significant role in
empowering employees to work from home and increase
in productivity.
• The flexible working hours also motivates employees to
produce something innovative. (Kotey, 2017).
• The flexible working hours also motivates employees to
produce something innovative.

Continued…
• The employees provided with the flexible hours make
remarkable efforts towards the organization.
• The flexible working hours ease the working hours as a
result employees feel less tired and relaxed.
• It also helps in reducing stress, fatal hours and fatigue.
• The engineers can do additional work than the allotted
work because of the flexible working hours (Timms, et al.
2015).

Continued…
• When the employees are offered flexible hours they feel
valued as it is the symbol of being appreciated by the
organization.
• Professionals like engineers can view the flexible hours as
an excessive business power. It helps employees to fulfill
their responsibilities
• It lessens the threat of exhaustion, strain, and fatigue.

Continued…
• These are not just professionals who are benefited from
the flexible hours, the organization also conquer the
increased efficiency and comfort.
• The organization can reduce its costs and improve
productivity.
• The constancy can be upsurge if the strategy is
implemented in the appropriate way (Hasle, 2017).

Continued…
• The organization can even recruit aspirants who cannot
commute and work from home only.
• The organizations can also cut costs, increase output and
enhance loyalty if the plans are executed.
• The organizations can even hire employees who are
ready to work only under the flexible working
conditions(Wagner, 2016).

Different types of skill development exercises aiming at
signifying the impact of the strategy
The ability of the leaders to inspire exists only when the
employees move in the same direction. The positive
leaders inspire others to work together to achieve
something greater. A comfortable work environment has a
major impact on the employees. It can largely improve the
productivity and wellbeing of professionals like engineers.

Continued…
• The flexible working hours can have a great role in
continuing business operations efficiently.
• The flexible hours creates a comfortable work
environment.
• The traditional 9-5 working day has terminated and the
move towards flexible working hours has gathered the
momentum.
• The flexible working hours comprises different working
scenarios such as compressed hours, working from
home part of the time, career breaks, doing a job share,
part-time hours and term time working.

Continued…
There are various types of skill development exercises
which indicate the impact of the flexible working hours
(Loretto and Vickerstaff, 2015).
Follow simple rules:
• The flexible working hours are exercised in order to
reduce the rigidness of the working hours.
• The choice is offered to the employees in the organization
to leave anytime they want.
• The employees are generally found satisfied when they
are able to accomplish the social responsibilities. Such
employees give their more towards the working of the
organization.

Continued…
Same working conditions:
• The flexible working conditions are offered by positive
leaders to professionals like engineers.
• The professionals such as married or unmarried should
not be discriminated on the basis of the family
circumstances.
• The work experience should not be a constraint in
offering flexible hours

Continued…
Offer employees time to deliberate:
• The employees should be offered sufficient time to go for
breaks. It can result in more benefits than just making
them pleased.
• The leaders form a workplace culture which is significant
and rational stability between flexibility and face
time(Murphy and Louis, 2018).

Continued…
Encourage activities outside work:
• The flexible working hours is not all about enabling
employees to carry on office work. It also promotes to the
external activities such as carrying out the hobbies and
responsibilities towards family.
• The flexible working hours has a role in balancing the life
of the employees.
• . The positive leaders should update themselves for the
activities taking place in the organization regarding
employees

Continued…
Time to deliberate:
• The engineers should be allotted with the sufficient time
so that they can take breaks.
• The time taken in the refreshment activities reduces the
work stress.
• The positive leaders have an effective role in the forming
an organizational culture which can be a proper balance
between the flexibility and face time.

Conclusion
The capability of the positive leaders to motivate
employees to create the inspiring atmosphere of the
organization. The positive leaders hear to the people in
the organization consciously. They assist to create vision
and mission by deliberating their philosophies and ideas.
The members in the organization are necessitated to be
deliberated and their thoughts to be assimilated.

References
• Azar, S., Khan, A. and Van Eerde, W., 2018. Modelling
linkages between flexible work arrangements' use and
organizational outcomes. Journal of Business
Research, 91, pp.134-143.
• Cooper, R. and Baird, M., 2015. Bringing the “right to
request” flexible working arrangements to life: From
policies to practices. Employee Relations, 37(5), pp.568-
581.
• French, M., 2017. Using Appreciative Inquiry to Foster
Positive Sports Leadership. In Future Directions in Well-
Being(pp. 133-139). Springer, Cham.

Continued…
• Hasle, P., 2017. Human development and working life:
Work for welfare. Routledge.
• Kotey, B.A., 2017. Flexible working arrangements and
strategic positions in SMEs. Personnel Review, 46(2),
pp.355-370.
• Loretto, W. and Vickerstaff, S., 2015. Gender, age and
flexible working in later life. Work, employment and
society, 29(2), pp.233-249.

Continued…
• Murphy, J.F. and Louis, K.S., 2018. Positive school
leadership: Building capacity and strengthening
relationships. Teachers College Press.
• Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu,
O.L., Sit, C. and Lo, D., 2015. Flexible work
arrangements, work engagement, turnover intentions and
psychological health. Asia Pacific Journal of Human
Resources, 53(1), pp.83-103.
• Wagner, W.E., 2016. Leadership for a better world:
Understanding the social change model of leadership
development. John Wiley & Sons.