SCU MNG03217: Positive Leader Presentation on Employee Wellbeing

This presentation focuses on the principles of positive leadership and its practical application in the workplace. The presentation begins by defining a positive leader as someone who inspires and fosters positivity, emphasizing the importance of positive emotions and their impact on employee performance and behavior. It then explores the connection between positive emotions and workplace relationships, highlighting how happy employees are more energetic and develop better relationships with colleagues. The presentation provides strategies for managers to cultivate these positive attributes, including open communication, understanding employee issues, and recognizing employee achievements. Key concepts like psychological capital, encompassing hope, efficacy, resilience, and optimism (HERO model), are discussed as vital components of positive organizational behavior, along with their significance for both employees and managers. The presentation concludes by emphasizing the need for training programs and consistent efforts to develop these attributes for sustained positive impact. The presentation is aimed to improve productivity and wellbeing of employees.

Written Notes
Slide 1
Outline: In the presented presentation, a workshop will be developed where the focus will be
made on the various ways that help a leader to enhance the positive attitude in the workers. In
addition to the positive emotions, other attributes such as psychological capital, workplace
relationship are also discussed. In conjunction with this, the presentation also includes the
introduction as well as the conclusion
Slide 2
A positive leader is a person who inspires others and gives the feel of positivity and hope. By
using the various techniques of positive leadership, a leader can assure the better performance
from the employees. Improving positive emotions in the employees is one of such techniques
that can prove significantly good for an organization. Emotions are the useful attributes that
directly affect the performance of an employee as the same directly affect employee behavior.
Slide 3
Positive emotions and workplace relations are also related to each other. When employees are
happy they feel more energetic and social and develop affirmative workplace relation with their
co-workers. They feel safe and secure at their workplace, which further makes their performance
and mental satisfaction with the job better.
Slide 4
Where managers have a positive attitude, the same influence the emotions of employees in a
positive manner. Communication is another important key. When a manager hears and discusses

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the issues of employees, they feel some positive emotions such as happiness, positivity, and
satisfaction. The open and regular communication between managers and employees exchanges
the thoughts and ideas and in such a manner, no confusion remains there between these two
parties.
Slide 5
Many of the times, certain event happen with the employees that hurt their emotions. In such a
situation, managers will manage such an event and will understand the issue of employees. As
mentioned above that the lead purpose of this workshop is to improve the positive attributes,
therefore the managers are advised to recall the good jobs done by the employees in their past. If
an employer would do so then employees will feel positive and valued.
Slide 6
Workplace relationship needs to be positive in an organization. It provides a competitive edge to
the organization. Workplace relationship increases employee morale. Further, the organization
where workplace relationships are positive, the employee retention rate is higher. In addition to
this, it also increases the productivity of employees. Happy and well-adjusted employees are
more productive.
Slide 7
Many methods can be used and adopt to develop a work relationship. In the planned workshop,
effective communication will be used as a tool to improve workplace relationships. Further,
unnecessary gossiping will be controlled in the workplace. This will be taught to employees how

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they can respect the opinions of others and why they should do so. Further, employers will
ensure that there is no partiality among the employees on any basis.
Slide 8
As the name implied, Psychological Capital is related to the mental aspects of employees. This is
far important for the development of positive organizational behavior. In an organization, for
better results, Psychological Capital should be strong. Psychological Capital works on HERO
model that prescribe four factors namely hope, efficacy, resilience, and optimism.
Slide 9
Not only the employees but for the managers also these factors are equally important. A manager
who has high hope level have higher performing working units, more satisfied employees and
better retention rate. Hope has a direct work-related impact. In almost every sector of life such as
emotional health, study, work, accomplishment, the capability to cope with hardship, this factor
has a very positive impact.
Slide 10
When employees feel that the manager is considering them important and involving them in the
important decision of the organization, they feel high hope about the future. Similarly, they feel
hopeful when they know that similar to them, the manager/employer is also trying his/her best to
achieve the organizational goals. Despite the success or failure, an employer is required to let the
employees know that what is the company is going to do next.

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Slide 11
Self-efficacy has been identified as one of the positive attributes in the article published in the
International Journal of Selection and Assessment. Self-efficacy is closely connected with
phycology of a person. A person can only do a given task when the same feel him/her eligible to
do so. In a similar manner, high self-efficacy is required at the workplace to develop the
confidence of employees.
Slide 12
When an employer shows his/her trust in employees, their self-efficacy increases. No matter
whether success is small or large, the same should be recognized. There are two benefits of
recognition, and giving rewards. Firstly, it enhances self-efficacy of the related employee.
Secondly, it also increases the self-efficacy of other employees to the same task.
Slide 13
In a conclusive way, this is to mention that all the discussed attributes are important. In
conjunction to the workshops, training and development programs should also be organized on
timely basis. Further, the development of these attributes is not one time activity but the manager
should keep the regular eyes on the same.