MNG03217 Positive Leadership: Workshop for Employee Wellbeing

This presentation focuses on positive leadership and its impact on employee wellbeing, offering practical strategies for leaders to enhance their team's performance and create a positive work environment. It explores the importance of positive emotions, workplace relations, and psychological capital, including hope and self-efficacy. The presentation outlines methods for developing these attributes through workshops, emphasizing the role of effective communication, recognition, and creating a sense of belonging among employees. It also delves into how leaders can foster positive emotions through humor, support systems, and recognizing achievements. The presentation concludes by highlighting the significance of these positive attributes in building a strong organizational culture, providing a comprehensive guide for leaders seeking to improve employee engagement and overall organizational success. The presentation is supported by references to academic research.

Positive Leadership
Student Name

 Topic: - The topic chosen for this presentation is to develop a
workshop for improving the positive
emotions/values//psychological capital or any other positive
attribute evident in the peer-reviewed journals.
 Aim: - The objective of this presentation/workshop is to
understand and review the methods, using which a leader can
improve the positive emotions in the employees with the help
of a workshop. Further, another objective of this presentation
is to understand the role and value of positive
emotions/values//psychological capital in the organization.
Positive Leadership

 Every organization has some leaders that work according
to their approaches. It means different leaders have
different approaches to act.
 Nevertheless, positive leadership is one of the best
methods for leaders to perform their given jobs. The more
positive approach leaders would adopt the more positive
results will be there for the organization.
 Enhancement in the positive emotions of workers is a very
small area of exercise that sometimes leads significant
impact on the performance of the overall organization. In
order, words to say that by using this small approach, a
leader can develop the skills of his /her employees.
Introduction

 Before moving ahead, this is necessary to understand that
why even these positive emotions are important? Why it is
necessary for the employees to have such emotions and
what changes these emotions bring to an organisation.
 This is to state that positive emotions helps employees to
achieve the desired outcomes which includes higher quality
social context and job enrichment (Wong et al., 2013).
 When workers have positive values and better workplace
relations, they became more engaged in their works and it
improves their performance.
Why positive emotions are necessary

 There are several ways by which positive emotions can be
developed in employees. These ways are basically leadership
tools.
 Positive humor of managers also lead the positive emotions
in employees (Wijewardena, Härtel, and Samaratunge, 2017).
 By the help of this workshop, providing an appropriate
support system, positive emotions will be developed in
employees.
 Open and quality communication is another important
method by using which, a leader can push the positive
emotions in the employees.
How Positive emotions can be develop?

 Management of affective events is another way to develop these
emotions.
 By recalling the good jobs done by the employees and their
achievements, positive emotions will be developed in them
(Chancellor, Layous and Lyubomirsky, 2014).
 The employees will be informed of their contribution towards
the success of the overall organization.
 A sense of belonging will be developed in the employees in order
to make them feel their importance. When an employee feels
him/her important for an organization, positive emotions get to
develop in the same.
How Positive emotions can be develop?

 Similar to positive emotions, workplace relations is another
positive attribute which is required to be developed
(Mastroianni and Storberg-Walker, 2014).
 Here workplace relationship refers to a working environment
and mutual relationship of employer and employee or
employee and employee.
 Workplace relationship is an important aspect and it should
always be healthy and positive as the same brings out many
positive results to an organization. As methods of positive
emotions enhancement have been reviewed, this workshop will
also use the methods to develop a positive and healthy
workplace relationship.
Workplace Relations

 A leader can improve the workplace relationship, by using the
following methods:-
 By developing good communication between the relevant
parties. Effective communication removes the confusion and
develops a healthy relationship between people.
 By avoiding unnecessary gossiping as the same rise
misunderstanding and spread hatred.
 By respecting the other’s point of view. Leader is expected to
develop this quality in the employees.
 By being impartial with all the employees regardless of their
creed, designation, and religion.
How workplace relationship can be
developed?

 Psychological capital can be understood as a
development and positive state of an individual as
characterized by hope, resiliency, self-efficacy, and
optimism (Emil Berg and Terje Karlsen, 2014).
 These four pillars of psychological capital have
their different significance.
 These four pillars do not only affect the
performance of the individual employee but have a
huge impact on the performance of the overall
organization.
Psychological Capital

 Hope is based on the interactively derived sense of
success and is one of the important pillars of
psychological capital.
 Meaning of hope includes the willpower as well as way
power. Hope is one of the significant positive
organizational behaviour element/attributes.
 With the help of many studies and survey it is clear that
people with high hope level are more profitable and
efficient, therefore whenever it comes to develop a
positive organizational culture, hope plays a vital role.
Hope

 The following acts will be done in the workshop in order to
increase the level of hope in the workers of the organization.
 Employees will be realized how important they are for the
organization. When they will come to know about the fact that
organization recognises the talented and loyal employees, their
hope will automatically be enhanced.
 Sharing the vision is another manner to increase the hope in
employees. When employees are aware of the lead target of the
company and efforts of leader to achieve the same, they feel
motivated and achieve a good level of hope as they know that
employer is paying enough attention to them.
 One can not be hopeful if the same does not know about the
future plan. To raise the hope in employees, they will be
informed about the exciting projects of the company.

How Hope can increase in employees

 Self-efficacy is the belief of an individual regarding their ability to achieve
the set goals.
 In terms of a workplace it
shows the capability of
employees to achieve the goals of
the organization.
 Similar to hope, self-efficacy
also, affect the performance
and success of the organization and therefore the development of the same is
necessary (Sousa, Coelho and Guillamon-Saorin, 2012).
Self Efficacy

 Employers are advised to arrange the training and
professional development program to increase the self-
efficacy level in employees,
 Typical goals are not easily achievable. Failure to
achieve the given target reduces the self-efficacy of
employee and therefore employers are advised to set
reasonable targets.
 By the help of this workshop, employees will be
convinced that they have enough ability to perform well.
 In addition to this, rewards and acknowledgment is
another option that will adapt to enhance self efficacy.
How Self Efficacy can be
developed

 In order to conclude this workshop, this is to state that many
of the positive attributes such as positive emotions, self-
efficacy, workplace relationship, Psychological capital, and
hope have been discussed.
 All these attributes are necessary to develop a positive
environment and organizational culture.
 Positive emotions are the most significant attribute and
employers are required to pay additional efforts towards this.
 Developing good communication, impartial behavior and
recognizing the efforts of employees, these attributes can be
developed.
Conclusion

 Sousa, C., Coelho, F. and Guillamon-Saorin, E. (2012). Personal
Values, Autonomy, and Self-efficacy: Evidence from frontline
service employees. International Journal of Selection and
Assessment, 20(2), pp.159-170.
 Mastroianni, K. and Storberg-Walker, J. (2014). Do work
relationships matter? Characteristics of workplace interactions that
enhance or detract from employee perceptions of well-being and
health behaviors. Health Psychology and Behavioral Medicine, 2(1),
pp.798-819.
 Wijewardena, N., Härtel, C. and Samaratunge, R. (2017). Using
humor and boosting emotions: An affect-based study of managerial
humor, employees’ emotions and psychological capital. Human
Relations, 70(11), pp.1316-1341.
References

 Emil Berg, M. and Terje Karlsen, J. (2014). How project
managers can encourage and develop positive emotions in project
teams. International Journal of Managing Projects in Business,
7(3), pp.449-472.
 Wong, E., Tschan, F., Messerli, L. and Semmer, N. (2013).
Expressing and Amplifying Positive Emotions Facilitate Goal
Attainment in Workplace Interactions. Frontiers in Psychology, 4.
 Chancellor, J., Layous, K. and Lyubomirsky, S. (2014). Recalling
Positive Events at Work Makes Employees Feel Happier, Move
More, but Interact Less: A 6-Week Randomized Controlled
Intervention at a Japanese Workplace. Journal of Happiness
Studies, 16(4), pp.871-887.
References