The Positive Leader Essay 2022

RUNNING HEAD: THE POSITIVE LEADER
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The Positive leader
Essay
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THE POSITIVE LEADER 1
Leadership in the workplace helps in aligning employee’s motivation to the company’s vision.
Leadership in the organization helps to achieve the mission, vision, and objectives of the
organization. Psychological capital refers to “positive psychological state of development” which
used to influence the long-term behavior and performance. This essay will analyze the leadership
or employee performance at the workplace. There is a brief discussion of the today workplace
and its similarity and differences. This essay will implement leadership through professional
versus administrative managers. In the end, positive leadership and psychological literature are
used to suggest making workplace effective.
Leadership means leading or control a group of people or an organization. Leadership at the
workplace helps to know the strength and limitations of the management. Workplace leadership
creates a positive and realistic vision. Organization leadership workplace motivates employees to
reach their potential. The conflicts in the management are handled by the leaders in fairly and
competitively manner. According to the Tara Duggan, the leadership in the management helps in
the ongoing success and strengths align with company goals (Duggan, 2019). Leadership in the
workplace helps in aligning employee’s motivation to the company’s vision. According to the
Alison Doyle, leadership in the organization helps to achieve the mission, vision, and objectives
of the organization (Doyle , 2019).
Leadership in the workplace develops and articulates reasonable goals and makes accountable
the employees. It helps to define the employee’s power and authority in the regular operations of
the company. A leader in the workplace develops the management skills relating to the
delegation and feedback. According to the Caza Arran, In order to meet workplace demands, a
leader manages employee abilities, skills, and style (Arran, 2010). Managing and motivating the
employees at the workplace is a core practice of the leader. To delegate effectively manage the
leadership in the workplace there must be a proper explanation of goals and objectives from
administrative support to the senior staff in the management. A leader in the workplace helps to
evaluate the individual talents and its contribution to the operations (Doyle , 2019).

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Figure: Workplace Values
Source: (Heathfield, 2019)
The basic structure of authentic leadership is where leaders are self-aware, transparent and
unpretentious. Authentic leadership is a type of management style where an authentic leader is
able to motivate employees and timely evaluate the employee performance. According to the
Fanzhu Kong, to evaluate the Authentic leadership relationship between the professional and
administrative employees can be implemented there must be self-awareness, relational
transparency, balanced processing, and internalized moral perspective between them (Kong,
2018). The effective Leader-Member exchange is a theory that focuses on the relationship
between leaders and followers. The LMX (Leader-member exchange) applies in professional and
administrative employees as it influences the administrative employee relationship that promotes
the effectiveness of employee performance. The management support between the professional
and administrative employees as professional encourage them to be their own leader and
motivate them. According to James Avey, the Management support from the professional, they
should know the strength of the employees. According to the psychological capital research,
professional and administrative employees reflect the mental state that demonstrates in stages of
evolution and development of employees (Avey, 2010).
The wellbeing of employees in the organization refers to the function of a mental, psychological
and physical general state of the health. Psychological wellbeing refers to an employee’s level of
satisfaction in the management. Mental wellbeing refers to the attitude of workers towards the
work. According to James Avey, the wellbeing of the employee must ensure by the leader for

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effective engagement of employee in the operations (Avey, 2010). Employee turnover at the
workplace refers to a number of percentages of workers who leave an association and are
replaced by new employees. The measuring of employee turnover is helpful for the leader that
wants to examine the reason for turnover or estimate the cost-to-hire for budget purposes. The
employee performance at the workplace depends upon the ability of the leader to lead in
contingent situations. According to the Mustafa Fedai Çavuş, The leader is responsible for the
provide guidance and knowledge to the employee to lead them for better performance (Çavuş,
2015).
Following discussion is on the comparison of leadership in the workplace with the positive
leadership and Psychological Capital According to the Brady Kathleen, Positive leadership is
one of the leadership strategies, which align the organization and leader with the business
strategy to drive higher levels of performance in an organization (Kathleen, 2014). Positive
leadership aligns the people and empowers to step up in such a way that creates value for all
stakeholders. According to Louise Jakubik, paper collected from the EBSCOhost and ProQuest
on psychological capital states that strengths and positive aspect of human behavior.
Psychological capital refers to “positive psychological state of development” which used to
influence the long-term behavior and performance (Jakubik, 2016).
Figure: Leadership and psychological at workplace
Source: (Arran, 2010)

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Leadership mainly for managing the employee’s time and assembling schedules or providing the
annual performance reviews of employees whereas positive leadership is for enhancing the
positive emotions and employee’s development as well as the bottom line. According to the
Yovenne Brunetto, Leadership directs the employees towards a specific goal whereas; positive
leadership improves the employee’s self-awareness, optimism, and personal integrity (Brunetto,
2013). A leader gives his employee the power, order, and self-determination as possible whereas
a positive leader does not give orders to the employees and provide guidance and efficient
resources so that employees can perform best. In positive leadership style, it has four
components that are self-awareness, relational transparency, ethics and integrity and being fair.
(Farr, 2011). According to the Susan Healthfield, Implementation of Leadership or employees
performance means with the psychological capital where employee ability to face any
challenging situations with the determination and patience to achieve the targets. Leader to create
a vision of employees and to know the organizational strength uses USP and PEST analysis
whereas psychological capital has four factors self-efficacy, optimism, hope and resilience that
affect the employee’s performance, satisfaction, turnover rate, and employees’ well-being
(Heathfield, 2019).
According to Alison Doyle, workplace in accordance capital psychological capital should offer
the 4-day workweek to the employees that reduce the employee stress level in the management.
At my current workplace, it also adapted the 4-day workweek for the employees that results in a
7% reduction in employee stress level and 14% increase in the work-life balance (Doyle , 2019).
According to the Brady Kathleen, the workplace must adopt the methods to reduce anxiety and
depression, my current workplace adopted the treatment for common mental disorders that
improves the health and productivity of the employees, and this treatment reduces the anxiety of
one of my colleague. (Kathleen, 2014). The workplace as accordance with the psychological
capital must check the health of employees or fitness and obesity management of the employees.
At my Current workplace, management adopted the workplace wellness program in which they
check our nutrition/weight, level of smoking, Fitness level, Alcohol consumption, stress
management, and health education. My current workplace gives knowledge about the wellbeing
and stress management (Morgan, 2013).

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According to Tara Duggan, the workplace in accordance with the psychological capital states
that there should be equal ratio of female and male employee at the workplace but at my
workplace, the ratio of male employees is higher than female’s employee. According to the Meta
analysis, research on psychological capital female employees should not face harassment and
biasness. At my current workplace, I have realized that female employees facing discrimination,
as their salary is lower than male workers and receiving less promotion compared with the male
employees. Female employees at my current workplace also facing harassment and they judged
by the male employees. According to the research of World Health Organization on
psychological capital that companies must offer a technology platform that provides simplified
and high-quality care at reachable costs. Currently my workplace is not providing efficient
healthcare to the employees and not considering the health of employees. One of the employees
confesses that the company is not giving any technology platform and not providing high-quality
care (Jakubik, 2016).
The professional and administrative employees have a relationship between the leader and the
subordinate. The professional as a leader must maintain good communication with the
administrative employees. According to Ruth Mayhew, Professional as a positive leader must
build positive working relationships with administrative employees. Professional as a leader
must acknowledge the good work of administrative workers (Ruth Mayhew, 2019). Professional
must take a good decision for the administrative team and encourage them for achieving the
targets. The role of a positive professional leader includes better delegating skills in which a
leader must know the strength of each administrative employee. Managing conflicts in an
efficient manner are one of the qualities of a positive leader. Conflicts create a negative
environment in the management that leader should convert it into a positive environment. The
professional must receive regular feedback from the administrative employees. As a professional
leader, there should be fostering trust within the workplace. According to Rod Whartan Farr, a
professional leader should treat the employees with respect and professionalism and manage
emergencies in an effective and efficient manner (Farr, 2011).
Report from the journal of organizational behavior on psychological capital, the professional
must ensure the psychological capital within the employees because it predicts important work
behaviors and attitude. Psychological capital theoretically identifies by WHO (World health

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organization) improves the performance of the employees as it considers the emotional stability
of the employee. According to the heather Laschinger, the psychology capital within the
workplace includes hope, optimism, resilience and efficacy in the employees (Laschinger, 2014).
According to Fanzhu Kong, Psychological capital helps to recover the psychological problems
by providing those cures and preventive problems (Kong, 2018). The author claims that the
Psychological capital reflects the relationship between mental health and workplace stress that
causes serious health problems for employees. A positive leader must develop resilience within
the employees in which it must develop the capacity to rebound or bounce back from the
conflicts, failure, and negative events. According to the Brady Kathleen, BMC public health
conducted research for the better psychological capital at the workplace to gives job satisfaction,
organizational commitment, and prosperity to the employees and gives a positive workplace
environment (Kathleen, 2014).
Further discussion is on positive leadership and psychological capital makes the workplace more
effective. According to Alison Doyle, the positive leadership challenge and support the business
to tackle difficult situations. The leader challenges the employees to maximize the advantages of
their strengths, which brings a positive environment at the workplace (Doyle , 2019)Positive
leadership creates a safe environment with new ideas or innovation that improves the efficiency
of the employees. To make the workplace more effective, management should provide the
training to the employees and aware them about the trends in the workplace. The efficient way to
improve the workplace is to take regular feedback from the employees and the performance of
employee must review on each individual meetings. Both positive and negative feedback from
the employee must be considered. A leader must assign task after evaluation of employee skills
and behavioral styles for improving the efficiency in the workplace. The research conducted on
psychological capital through meta-analysis states that the workplace wellness program must
adopt by the workplace in which company decrease the organization’s overall health insurance
period and review the mental and physical health of the employees. The workplace must adopt a
focused approach to improve the efficiency of the workplace and creates a positive working
environment for employees (Farr, 2011). According the conducted research of WHO on
psychological capital states that to improve the mental health of employees the workplace must
organized games and other circular activity

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It is concluded that effective leadership can only be handled in an effective and efficient manner
so there must be proper planning and controlling. The current workplace has emergent changes,
which differ from the traditional workplace that focuses on the mental and physical health of the
employees. Leadership can only be implemented through the positive behavior of the person and
trust-based relationship with the employees. In today’s extremely challenging and turbulent
environment, it is difficult to handle the physiological capital of the employers. Positive
leadership and psychological capital and its assessment will remain objective for both
organizations and positive leaders.

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Brunetto, Y., 2013. The impact of workplace relationshipson engagement, well-being,
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