Assessment 3: Positive Leadership Presentation on Employee Wellbeing

This presentation delves into the core concepts of positive leadership, emphasizing crucial skills such as effective communication, comprehensive training, motivational strategies, acceptance of change, and fostering employee engagement. It explores how these skills contribute to a positive work environment, improved employee dedication, and reduced stress levels. The presentation also highlights the importance of commitment and maintaining healthy workplace relations. The content is supported by research from various sources, including Eisenberger et al. (2016), Xerri et al. (2015), and others, to provide evidence-based strategies for enhancing employee productivity and wellbeing, specifically addressing the challenges faced by different types of employees. The presentation concludes with a summary of key findings and the effectiveness of leadership skills, and is available on Desklib, a platform offering past papers and solved assignments for students.

POSITIVE
LEADERS

WHO ARE LEADERS ?
 Direct the employees
 Supervise the activities
 Manage the activities

POSITIVE LEADERSHIP SKILLS
 Good communicator
 Commitment
 Enhance employee engagement
 Reduce employee stress

COMMUNICATION
 Interaction with the employees
 Consider employee feedback
 Open channel of communication

TRAINING
 On the job training
 Enhance knowledge and skills
 Clarity of information

MOTIVATION
 Performance
 Positive environment
 Efficiency towards work
 Positive results

ACCEPTING CHANGE
 Organizational culture
 Change in activities
 Enhancement in the skills of employees
 Workplace relations

EMPLOYEE ENGAGEMENT
 Involvement of employees
 Dedication
 Know about future

COMMITMENT
Leadership skill
Honesty
Manage activities

REDUCING STRESS
 Psychological capital
 Help employees
 Maintain relations

CONCLUSION
 Positive results
 Employee engagement
 Adoption of maintenance skills
 Effective leadership skills

REFERENCES
 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.
 Xerri, M.J., Nelson, S.A., Brunetto, Y. and Reid, S.R., 2015. NPM and change management in asset management organisations. Journal
of Organizational Change Management, 28(4), pp.641-655.
 Brunetto, Y., Xerri, M., Shacklock, K., Farr-Wharton, B. and Farr-Wharton, R., 2017. Management, bullying and the work outcomes of
Australian paramilitary. Australian & New Zealand Journal of Criminology, 50(3), pp.341-359.
 Michel, J.W., Kavanagh, M.J. and Tracey, J.B., 2013. Got support? The impact of supportive work practices on the perceptions,
motivation, and behavior of customer-contact employees. Cornell Hospitality Quarterly, 54(2), pp.161-173.
 Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A positive resource for combating employee stress and
turnover. Human resource management, 48(5), pp.677-693.
 Samimi, M., Cortes, A.F., Anderson, M.H. and Herrmann, P., 2018, July. Who are strategic leaders and what do they do? Proposing a
framework for future research. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 18250). Briarcliff Manor, NY 10510:
Academy of Management.
 Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
 Leary, M.R. and Baumeister, R.F., 2017. The need to belong: Desire for interpersonal attachments as a fundamental human motivation.
In Interpersonal Development (pp. 57-89). Routledge.
 Herzberg, F., 2017. Motivation to work. Routledge.
 Habermas, J., 2015. Communication and the Evolution of Society. John Wiley & Sons.
 Pardey, D., 2016. Introducing leadership. Routledge.
 Chen, M.W. and Rybak, C., 2017. Group leadership skills: Interpersonal process in group counseling and therapy. SAGE Publications.