Positive Leader Presentation - Dr. Thomas Dick, Assessment 3

This presentation focuses on positive leadership within the context of Accor Hotels, examining how positive leadership theory can be applied to create skill development exercises in the workplace. It covers key aspects of employee engagement, including fostering a positive work environment, team building, and mentorship programs. The presentation emphasizes the importance of leader-member exchange (LMX) and psychological capital (PsyCap) in enhancing employee outcomes and organizational performance. The presentation also includes in-text citations and a reference list, highlighting the significance of leadership in facilitating organizational change and improving employee communication skills. The presentation aims to provide a practical understanding of how to implement evidence-based interventions to develop employee skills and promote positive leadership within the workplace.

Positive leader
Student Name:

Introduction
• Accor hotels is one of the biggest French MNC which is engaged in
hospitality business.
• It includes hotels, resorts and other tourist villas which are spread
across Europe and other countries.
• It operation is spread in more than 100 countries.
• Recently employee turn over is increasing which has become serious
issue for management.

Employee engagement
• One of the best way to improve performance of employees in
Accor hotels is to develop a positive connection with work.
• Organization performance is mainly dependent on employee
commitment towards their work.
• Track on employee process is most significant in this situation.

Employee understand about job
• How employees perceive their job.
• Lacking area from their prospective.
• Employee suggestion to improve gap.

Improvement plan
• Ensure proper information reach to employee related to job
engagement.
• Identify improvement areas and start improving.
• Involve employee in improvement program.

Offer opportunity to learn and grow
• Present business environment is changing rapidly.
• Customer preference and taste has revolved in different
direction.
• It becomes important for employees to understand present
demand and techniques in order to satisfy customers.

Wok environment
• Provide positive work environment.
• Support from all staff members.
• Support form supervisors .

LMX concept
• Positive leader must eliminate concept of in group and out
group in the organization.
• Treat every employee fairly and offer them equality
opportunity to grow.
• Develop health relationship with employees.

Team building
• Develop an effective team
• Resolve conflicts within team
• Understand strength and weakness of team members.

Appreciate hard work
• Appreciation works beyond monetary terms.
• Motivate employees to take part in company decision.
• Make them feel important part of the organization.

Engage employees in social services
• Connect employees with community services.
• Provide social media platform to employees to connect with
community.
• Conduct monthly community service with employees.

Start mentorship program
• Introduce mentorship program
• Encourage every employee to take active part.
• Provide all important resources.

Offer benefits
• Ensure employee will get benefit for their hard work.
• Provide balance between personal and professional life of
employees.
• Offer home like work environment

Monitoring each step
• Develop plan is not enough.
• Implementation of plan is much important.
• Monitoring performance on regular base.

Conclusion
• Employees are important asset of every organization.
• Technology and process can be copied by employee skills can
not be copied and therefore serves as unique feature for
organization progress.
• Employee engagement training program helps in improving
performance of employees by connecting them emotionally,
mentally, financially and even through brand identity.

References
• Saks, A.M. and Gruman, J.A. (2014) What do we really know about
employee engagement?. Human Resource Development Quarterly, 25(2),
pp.155-182.
• Knox, J.A. and Anfara Jr, V.A. (2013) Understanding job satisfaction and its
relationship to student academic performance. Middle School
Journal, 44(3), pp.58-64.
• Noah, Y. and Steve, M. (2012) Work environment and job attitude among
employees in a Nigerian work organization. Journal of sustainable
society, 1(2), pp.36-43.
• Le Blanc, P.M. and González-Romá, V. (2012) A team level investigation of
the relationship between Leader–Member Exchange (LMX)
differentiation, and commitment and performance. The Leadership
Quarterly, 23(3), pp.534-544.
• Ricca, F., Grasso, G., Alviano, M., Manna, M., Lio, V., Iiritano, S. and Leone,
N. (2012) Team-building with answer set programming in the Gioia-Tauro
seaport. Theory and Practice of Logic Programming, 12(3), pp.361-381.