Positive Leadership and Employee Engagement

This document discusses the importance of positive leadership in improving employee engagement and creating a positive workplace environment. It explores the drivers of positive behavior and the impact of positive emotions on employee productivity and well-being. The document also highlights the role of workplace relationships and psychological capital in fostering employee engagement and positive outcomes for the organization.

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Contents
Slide-4....................................................................................................................................................2
Slide-5....................................................................................................................................................2
Slide-6....................................................................................................................................................3
Slide-7....................................................................................................................................................3
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Slide-11..................................................................................................................................................6
Slide-12..................................................................................................................................................7
References.............................................................................................................................................8

Slide-4
Employee engagement
Employee engagement is mainly concerned with the study of positive processes, outcomes,
and attitude of the members and their organization. The drivers of positive behaviour in the
workplace enable the organization to achieve some growth (Parris and Peachey, 2013). It is
seen that engaged employees are happy and more productive which creates organisations that
are more resilient. Employee engagement cannot be overlooked as it is directly connected
with customer ratings, profitability, employee turnover, absenteeism, and safety incidents. A
leader can improve the employee engagement in such a way that it brings organisational
commitments that drives the employees (Bouffard, 2018).
Slide-5
Workshop
Many positive attributes of a leader improves employee engagement. A positive leader values
ethics, vision, accountability, competition, effectiveness, collaboration, emotional
intelligence, and open communication that improves employee engagement (Parris, and
Peachey, 2013). Ethics aids the leader in balancing the loyalty and truth in individual as well
as in community. An effective leader always utilizes the ethics in order to find the hidden
alternative in ethical manner. Employee engagement is the degree to which a positive or
negative feeling of the employee is about the job as organisation conducts affect the
willingness to perform and learn at the workplace (Pomery, Schofield, Xhilaga and Gough,
2016).

Slide-6
Positive emotions balances the negative ones as they there are many advantages of
maintaining a sense of benefits. Rather than focusing on negative emotions, which narrows
the mind whereas, positive emotions affect the brain in a positive way, which ultimately
increases awareness, memory, and attention. As per the peer-reviewed literature, it is noticed
that some of the positive emotions that enhances daily life. A positive emotion is an
integration of love, gratitude, serenity, joy, pride, and amusement. As a positive emotion, joy
is a probable short-term spectrum of happiness that increases the overall happiness by finding
things that are more joyful (Bouffard, 2018). Gratitude, interest, and hope inculcate the
pleasures by removing the pain as interest helps to meet the goals. Hope is a pleasure seeing
in assumed future where there is a probability of happening good things. Another component
includes inspiration that emphasises great speech, as inspiration is a strong motivational force
and it can be very powerful mode of changing the negative mind-set (Bouffard, 2018).
Slide-7
An organisation has to consider a holistic view of employee`s well-being both in terms of
physical well-being and mental health. A positive emotion improves the overall performance
of the company as it fosters the workforce who is productive, creative, and collaborative.
Once an employee’s feel connected to fulfilments, it gives a sense of positive emotions,
which come from a sense of belongingness (Parris, and Peachey, 2013). Positive emotion
helps the people to see their worth as it affects the overall contribution to the organisation. By
encouraging, the engagement to promote the mindfulness, multitasking, and workload
prohibits people from finding the level of focus. In many organisations, it is important to
create a cultural shift from roasting emotion to supporting where it can focus on spaces and
realises the decisions that can affect the things, which are beyond facilities costs and real
estate (Parris, and Peachey, 2013).

Slide-8
Positive workplace environment brings out a set of various traits that fosters productivity,
excellence, and appreciation. A positive emotion in the organisation aims to outline the goal
in an ethical manner through honest ways within a sense of improving the productivity and
humanity. Workers should enjoy the working hours that will give them a feeling of
satisfaction through acknowledgement, rewarding, and appreciation. Whereas existence of
fear, domination, sexual harassment, bullying and absenteeism will not enable to flourish.
Positive workplace encourages commitment to excellence where employees give 100 per cent
of potential ability, as it is the responsibility of the employees to maintain top quality
products. Open and positive communication solves various difficulties in an honest way
without messing any type of revenge games (Meyers, Woerkom, and Bakker, 2013).
Employees should have sense of cooperation and empowerment even in cutthroat
competition. Moreover, employees should treat challenges such as illnesses, accidents,
natural disasters, and personal tragedies with absolute understanding and kindness.
Slide-9
Workplace relationship
Various empirical studies put light on the positive aspects of workplace relationship. It is true
that positive relationship besides the social support and job resources can contribute in the
higher engagement and lower burnout. In addition to this, it is founded that by providing the
work-life balance improvement can lead to the positive behaviour and attitudes at work
(Parris, and Peachey, 2013). In the entire published article, few emerging literature that
founded are positive leadership, positive psychology at the work place, positive emotion, and
psychological capital. When positive environment and relationships builds among all the
workers and management, there are more chances of growth and productivity. As it plays an
essential role to work in a better way at organization after the proper analysing of peer

reviewed journal article, it is founded that it holds a strong position in the organization (Sias,
2015).
Importance of workplace relationship
Positive relationship at workplace plays an essential role. It is true that when people know
each other well, they likely to work better and effective. Due to this, they can also easily
collaborate for the betterment of the project. The development of positive relationship at
workplace can also increase the morale of employees. Having the better and positive
relationship can also bring the result in a better way. It is true that whenever employee feel
connected with the company, they are less likely to take the employment from any other
company. In this way, positive relations in the workplace are essential (Harter, Schmidt and
Keyes, 2013).
Slide-10
Psychological capital
It is true that psychological capital plays an essential role for the employees as its helps in
yielding positive outcomes such as job satisfaction, job performance, and organizational
commitment. The findings regarding psychological capital suggests that it contributed in the
positive organizational change with the promotion of positive behaviour and attitudes. It can
also provide the insights related to the work attitude that is recognized by the social and
human capital. It can also be developed through the short web based training or taking short
training sessions. The evidences regarding psychological suggest that it is open to
development and can lead to positive employee behaviour and attitude. It is also expected to
contribute to the positive outcomes for the organization. a psychological state of development
has been featured by having confidence, succeeding at the challenging task, preserving nature

towards the goal, contributing positive, when problem arise, reacting properly rather than
stepping back (Donaldson, Dollwet and Rao, 2015).
1. Confidence or self-efficacy- it is not related to the competencies in the individual
capabilities rather than it is related on the belief regarding personal abilities. Those
people who are confident enough can develop and choose the ways to attain their
goals. Therefore, it can said as inner agent for directing the people effectively and
efficiently. Meyers, van, and Bakker (2013) stated that there is positive relationship
between the self-efficacy as well as performance. Due to the positive relationship
between the satisfaction at job and performance, it can be easily stated that, there is
positive relationship between the job satisfaction and self-efficacy (Sias, 2015).
Slide-11
2. Hope directs the behaviour towards achieving the goal. Hope directs the actions in
order to achieve the desired goals with a sense of expectation that provides people
with internalised determination in order to invest energy. Leader`s hope affect the
employees performance, motivation, performance, and level of job satisfaction. The
peer-reviewed literature suggests that hope supports every desire of positive
consequence, which gives a sense of goodness to achieve the dream truly in the
human life. It can be noticed that motivated people work unselfishly and perform the
abilities (Donaldson, Dollwet, and Rao, 2015). It can be said that hope is related to
motivation, which establishes a positive and crucial relationship with the job
performance and satisfaction. On the other side, hope can be defined as energy
focused to achieve the personal goals and deriving other alternative ways that will
direct people to achieve the target. It is a tool, which inspires people when doing the
job requirements (Sias, 2015).

Slide-12
3. Resiliency is a way of adapting the difficult situations and challenging the severe life
experiences. Here is a critical analysis of all the level of resilience such as an
employee with low resilience face problems in handling pressures. This might hurt
any employee with any criticism. This employee requires professional counselling
and support in developing the resiliency skills. Some level of resilience demands a
plenty of improvement that strives to strengthen the characteristics that the personality
of employee does not have( Donaldson, Dollwet, and Rao,2015). An adequate
resilience is a self-motivated learner who recovers well form the challenges. Building
and learning about several resiliency skills will empower the employees to find more
joy even at the time of adversity. As per the peer-reviewed literature, resiliency refers
to coping the skills of a person in case of any risk and uncertainty, obstacles, and
negative situations (Sias, 2015).

References
Bouffard, L. W. (2018). Ten Leadership Qualities that Fuel Employee Engagement.
Available on: https://hiring.monster.com/hr/hr-best-practices/workforce-management/
improving-employee-relations/employee-engagement.aspx [Accessed on 07/02/19]
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.
Meyers, M.C., van Woerkom, M. and Bakker, A.B. (2013) The added value of the positive: A
literature review of positive psychology interventions in organizations. European Journal of
Work and Organizational Psychology, 22(5), pp.618-632.
Parris, D.L. and Peachey, J.W. (2013) A systematic literature review of servant leadership
theory in organizational contexts. Journal of business ethics, 113(3), pp.377-393.
Pomery, A., Schofield, P., Xhilaga, M. and Gough, K. (2016) Skills, knowledge and
attributes of support group leaders: A systematic review. Patient Education and
Counseling, 99(5), pp.672-688.

Sias, P.M. (2015) Workplace relationship quality and employee information
experiences. Communication studies, 56(4), pp.375-395.