Positive Leader Essay: Leadership Styles and Performance

This essay delves into the multifaceted realm of leadership, exploring the intricate relationships between authentic leadership, Leader-Member Exchange (LMX), and employees' Psychological Capital (PsyCap). It examines various leadership styles, emphasizing their impact on employee performance, engagement, and overall well-being. The analysis encompasses how authentic leadership fosters genuine relationships, LMX enhances trust and respect, and PsyCap influences employee emotions and motivation. The essay further discusses the importance of tailoring leadership approaches to different employee groups, such as professionals, administrative staff, and various worker types, acknowledging their distinct psychological needs and motivational factors. The study highlights the significance of leaders, managers, and self-motivated employees in driving and sustaining high levels of employee performance. The essay concludes by emphasizing the critical role of leadership in cultivating a positive work environment that supports individual and organizational growth, offering insights into the practical application of leadership principles for enhanced employee outcomes.

Running Head: POSITIVE LEADER 0
Positive Leader
(Student Name)

POSITIVE LEADER 1
Leadership plays an essential role in the growth and development of the business in an operative
and well-organized way. The leadership is the process of influencing the behavior, thoughts with
the attitude of the other process of setting the direction to guiding other individuals that help
them in meeting the challenges in a more effective manner (Storey et al., 2018). Leaders can able
to see the potential in the individual and encourage them to greater heights of their
responsibilities. Leadership is one of the strategies that an individual uses to influence others to
attain targeted goal as well as direct the organization in a way that will enable it to be productive
as well as achieve its objectives in a well-defined manner. Such a process made possible by the
leaders who utilize their leadership skills as well as knowledge. There is a certain type of
leadership that is available for the leader to adopt. Every leader must be in the position to
practice the authentic leadership in order to be capable of influencing the positive psychological
capital of the employees (Eisenberger, Malone and Presson, 2015). In the following part, there
will be a detailed analysis of different leadership style and importance with the impact of such
leadership style on the performance of the employee to a certain extent.
In order to grow in the competitive market, there is a different leadership style that is adapted b
the organization. The main concept of authentic leadership has earned attention in recent years
and other researchers also done their supports. It has also been observed that the psychological
capital of the organization and Leadership- Member Exchange influences. There is a positive
relationship between the Leader-Member Exchange as well as authentic leadership with the
overall performance of the employees of the company. The psychological capital supports the
leaders in analyzing and observing the attributes, as well as the behavior of its employee in an
effective manner, is related to the work. The positive psychological capital is mostly determined
by the self-efficacy that also includes the level of confidence of taking the efforts to complete a
tough task as well as optimism (Sisk and Malone, 2018).
Authentic leadership is termed as the modern approach in which the leader use their qualities in
nurturing the genuine relationship with their members as well as make them feel important in the
organization in a more effective manner. Moreover, it is one of the management styles in which
the individual act in a genuine, real as well as sincere manner that is true to who they are as
individuals. The authentic leader does not go for the power of money with his ego. An authentic

POSITIVE LEADER 2
frontrunner puts the notice of the company first. It majorly focuses on the long-term as well as
serving to direct the company in the accurate track. Such leaders are not frightened to expression
their susceptibility as well as spirits. Such type o leader is supportive in nature that motivates the
employee towards the path of innovation with open-minded strategy (Wei, Li, Zhang and Liu,
2018). The main aim of the authentic leadership is to develop the staff of the organization
individually and as well as group. Such type of leader maintains transparency among the
employee and employer that encourage open communication as well as is willing to discuss the
success and failure in a more efficient manner. It motivates others as well as is able to raise them
to a higher level that enhances the level of confidence among the employee in an effective
manner. The authentic leader successfully results with his individual to inspire as well as
motivate them in an effective manner. Authentic leader supports its employee in every situation
by standing with them that made possible for the employee to take a better decision for the
company in an effective manner. The nature of an authentic leader is supportive and motivating
its employee therefore, they majorly focus over the long term results for the business. Such type
of leader guides its employee towards the new idea as well as innovation that encourage in the
employee to grow in the market in an effective manner through enhancing their skills (Leroy et
al., 2015).
Leader-Member Exchange is one of the theories that are developed by Graen as well as his
contemporaries suggest that the frontrunners nurture qualitatively diverse style of relation with
diverse workforces. Such theory represents that effective leadership process takes place when the
welfares as well as followers develop the mature partnership as well as hence increase the access
to the related aids of such association. The relationship between LMX as well as worker
engagement can be enlightened by the SET or Social Exchange Theory. Such theory state that
the leader, as well as the subordinate, provides smoothing treasured to the further party that is
regardless of whether the asset is palpable or imperceptible. Such an exchange between the
leaders as well as an employee can lead to the obligations as well as create the mutual
interdependence. Leader-Member Exchange affected the performance of the employee over a
procedure of exchange where the frontrunner offer or eliminate the palpable or imperceptible
capitals. Such leadership style help in building trust as well as respect among the team members
that support them t build up an emotional relationship with each other that enhance the overall
performance of the employee in an effective manner (Martin et al., 2016). Such leadership style

POSITIVE LEADER 3
is promoting a healthy working environment for the employee that also affected the overall
growth of the corporation in an operative and well-organized method. There are three types of
relationship that is supported by such leadership style which includes routinization, the making
of the role, as well as taking of role. The role-taking occur at the time when the employee entre
in the new group as well as the leader f the team takes time to analyze the traits of characteristics
as well as behavior that present within them. Role making is the process when the member starts
working in the company. At such stage, the team is divided into two groups which are in-ground
and out-group. Te in-group includes the people who have trust over its leaders and the leader can
able to give some responsibility to them. The out-group includes the people who do not have any
trust in the leader that restricted them to perform in the team. The last one is routinization in
which the routine between the member as well as a leader is also established that help in building
the relationship with each other as well as continues that in long run (Breevaart et al., 2015).
Psychological Capital had bought a freshly developing viewpoint as well as a tactic to the
sympathetic as well as administration of the human resource. It had kindled a pattern move away
from the undesirable stress on pathology. PsyCap bargains structural performance as well as
human resource management investigators with experts a new optimistic viewpoint that is away
from the undesirable lateral of concentrating on dysfunctional performance employee, violence
in the office, stress as well as battle (Baron, Franklin, and Hmieleski, 2016). PsyCap has a huge
impact on the performance related to the work, it is widely connected to the presentation in the
association both the discrete mechanisms as well as in combination s overall PsyCap. There is
four aspects of Psychological Capital which includes efficacy, resilience, hope as well as
optimism that the leader tries to build and develop in the behaviour of the team members in an
effective manner that helps them to work and grow in the positive environment (Luthans and
Youssef-Morgan, 2017).
Every individual requires a different working environment to grow and work upon. It is required
for the leader to provide the environment according to the basis of their personal as well as
professional behavior. Every individual has a different level of understanding as well as different
psychological capital to survive, if the leader will treat every individual in a similar manner and
provide a similar environment the individual would bot bale to satisfied as well as grow in an
effective manner. There is a different type of employee such as professional employee,

POSITIVE LEADER 4
administrative employee, emotional employee, collar employee, while collar employee and so on
that have a different role in the organization. Therefore, the leader is required to manage such
employee according to its psychological need as an administrative stage to the organization is not
included in taking important decision of the company (Abbas and Raja, 2015). Therefore,
according to the psychological capital, the leader is required to provide training to such staff of
the organization so that they can enhance their decision among power in the external
environment and can able to earn respect from other people. The professional employee is
required more attention according to the psychosocial capital as they play a vital role in the
organization. Therefore, the leader is required to provide effective responsibility that made them
feel important in the organization. The blue-collar worker can be motivated through providing
high ages to them that are one of the satisfaction factors for them, however; a white color
employee is required for attendance in the organization they feel important by participating in the
decision making of the company. Therefore, psychological capital needs to consider all such
feature to satisfy them in an effective manner (Luthans, Youssef and Avolio, 2015).
The emotion of leader affected the overall performance of the employee to a certain extent in the
positive manner and negative manner. The emotion can be defined as the complex feeling that
represents the accompanied by the psychological arousal as well as overt behavior. The emotion
can be motivating to the extent that the activities of the human towards a certain goal are also
influenced as well as sustained by the feelings (Thiel, Griffith and Connelly, 2015). the emotion
plays a vital role in the performance of the employee as to when the leader provides full support
to its employee and manage their situation, it motivates the employee towards the targeted total
of the company in an effective manner. if manager support the employee in the form of handing
the issues that is faced by the employee and resolve the issues on time that motivate the
employee to work in an effective manner, however, if manager poke to employee at every
situation that demotivate the employee which directly affected over the performance of the
employee to the certain extent. The employee is the self-motivator for themselves. They can
work properly when they are self-motivated and seal concerned towards their work. However, if
they are not dedicated towards their work then the delay in the work deadline will enhance that
affected the performance of the employee as well as the company to the certain extent (Little,
Gooty and Williams, 2016).

POSITIVE LEADER 5
From the above analysis, it can be concluded that leadership has a different style that is adopted
by the organization to grow in the competitive market. Authentic leadership, PsyCap, and LMX
have a different role in the organization to motivate its employee. Authentic leadership help in
building a strong bond among the team member that helps in enhancing the overall performance
of the employee. LMX theory enhance the trust level among the employee and respect between
the leader as well as the member that affected that make the special bond among employee and
leader. The psychological capital focus over the emotion of the employee that made them
motivate towards the employee. Employee performance is greatly affected by the overall
performance of the employee. Every individual has different emotion which needs to be
managed by the leader in an effective manner. The leader and, manager and self-employee are
the motivator tool for the employee to enhance the overall performance of the employee in an
effective and efficient manner.

POSITIVE LEADER 6
References
Abbas, M. and Raja, U. (2015) Impact of psychological capital on innovative performance and
job stress. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de
l'Administration, 32(2), pp.128-138.
Baron, R.A., Franklin, R.J. and Hmieleski, K.M. (2016) Why entrepreneurs often experience
low, not high, levels of stress: The joint effects of selection and psychological capital. Journal of
management, 42(3), pp.742-768.
Breevaart, K., Bakker, A.B., Demerouti, E. and van den Heuvel, M. (2015) Leader-member
exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7),
pp.754-770.
Eisenberger, R., Malone, G.P. and Presson, W.D. (2016) Optimizing perceived organizational
support to enhance employee engagement. Society for Human Resource Management and
Society for Industrial and Organizational Psychology, pp.2-22.
Leroy, H., Anseel, F., Gardner, W.L. and Sels, L. (2015) Authentic leadership, authentic
followership, basic need satisfaction, and work role performance: A cross-level study. Journal of
management, 41(6), pp.1677-1697.
Little, L.M., Gooty, J. and Williams, M. (2016) The role of leader emotion management in
leader–member exchange and follower outcomes. The Leadership Quarterly, 27(1), pp.85-97.
Luthans, F. and Youssef-Morgan, C.M. (2017) Psychological capital: An evidence-based
positive approach. Annual Review of Organizational Psychology and Organizational
Behavior, 4, pp.339-366.
Luthans, F., Youssef, C.M. and Avolio, B.J. (2015) Psychological capital and beyond. Oxford
University Press, USA.

POSITIVE LEADER 7
Martin, R., Guillaume, Y., Thomas, G., Lee, A. and Epitropaki, O. (2016) Leader–member
exchange (LMX) and performance: A meta‐analytic review. Personnel Psychology, 69(1), pp.67-
121.
Sisk, B.A. and Malone, J.R. (2018) Hope, optimism, and compassionate communication. JAMA
pediatrics, 172(4), pp.311-312.
Storey, J., Marshall, M., Holti, R., Hartley, J. and Matharu, T. (2018) GP leadership in clinical
commissioning groups: a qualitative multi-case study approach across England. Br J Gen
Pract, 68(671), pp.e427-e432.
Thiel, C., Griffith, J. and Connelly, S. (2015) Leader–follower interpersonal emotion
management: Managing stress by person-focused and emotion-focused emotion
management. Journal of Leadership & Organizational Studies, 22(1), pp.5-20.
Wei, F., Li, Y., Zhang, Y. and Liu, S. (2018) The interactive effect of authentic leadership and
leader competency on followers’ job performance: The mediating role of work
engagement. Journal of Business Ethics, 153(3), pp.763-773.

POSITIVE LEADER 8