Management Strategies: Positive Leadership & Wellbeing Enhancement

This essay discusses the characteristics of a positive leader, emphasizing their ability to inspire and build confidence among organizational members. It highlights strategies such as flexible working procedures to enhance employee output and wellbeing, addressing the importance of work-life balance and its impact on productivity. The essay also examines various skill development exercises aimed at demonstrating the impact of flexible working hours, including enabling employees to follow similar rules, practicing flexibility consistently, inspiring activities outside work, and offering employees time to deliberate. The central theme revolves around creating a supportive organizational atmosphere where flexibility and employee wellbeing are prioritized, leading to increased efficiency and improved mental and physical health. Desklib offers a wide array of similar solved assignments to aid students in their academic pursuits.

RUNNING HEAD: Management 0
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The characteristic of being a positive leader
The leadership is acknowledged as the supremacy of incorporating. The leader encourages
what is preeminent in the organizational members. The leadership has role in building
confidence and keenness among the people. It generates a desire in the organisational
members to be headed. Being a positive leader, a person is necessitated maintain ‘ability to
inspire’ as a characteristic. The leaders encourage individuals to grasp great elevations of
routine and accomplishment. The leaders are proficient of displaying the potentials out of the
organizational members. The persistence of the leaders is to be stimulating. The leaders make
exertions to encourage the paramount work from the organizational members. The positive
leaders not only tell organizational members that they are intensely dedicated to the customer
understandings but also exhibit the pledge and urge in every demonstration and express
employees to confront customer distresses. The leaders motivate organizational members to
act in a alike way (Azar, Khan and Van Eerde, 2018).
The proficiency of the positive leaders lies in stimulating workers to practice the inspiring
beliefs of the organization. The positive leaders pay attention to the members in the company.
They even help to develop vision and mission by deliberating their opinions and
philosophies. The members in the organization are necessitated to be regarded and their
philosophies to be assimilated. Add on, it drives beyond heeding to the persons and
empowering them with the response. For actual enclosure, persons requisite to sense privately
associated to the schedules and procedures which can lead to the attainment of the aims. It is
significant for positive leaders to accomplish the reliability of the person leading (Cooper and
Baird, 2015). The organizational members trust on the leaders to feel stimulated. Veracity is
exposed in the judgements along with the customer and worker conduct. On the other hand,
the capability of the leaders to motivate compromises individuals to acquire what they desire
within their competences. The positive leaders lead to the efficacious endeavor regarding the
value included by the work.
Strategy to enhance the output and wellbeing
The ingenuities have been enhanced by the positive leaders to augment efficiency and health
of the members in the organization. The ingenuities caused to the substantial rise in the
commitment of the organizational members along with efficiency. It has been reflected that
pleased employees can diminish costs by a great range. The positive leaders can enable the

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‘flexible working procedures’ strategy to enhance the output and health of the employees. It
has been comprehended that every person cannot work from home competently. But the
organizational members who can work from home, can result in a great augment in
efficiency. For instance, engineers can effort from home with more proficiency and can save
the time consumed in traveling (French, 2017). The engineers can make use of the traveling
time in some other leisure work. It can cause to a great lift in output and provide an emotive
pause from a long travel. The positive leaders are required to make obtainable the choice of
working from home whenever they want. The prospective can be viewed by the enhancement
in the efficiency of the employees. This strategy is particularly suitable when the
professionals sense illness and are not in the circumstance to commute.
Enabling organizational members to work from home and the flexible working hours can
truly provide profit to the organization. The technology development has assisted members to
share files, link with associates and cooperate on the tasks. It does not comprise the
encumbrance of traveling for work. The hot desking schemes have become popular which to
permit employees to utilise the shared spaces and laptopson the days they come for work. It
provides the viewpoint of growing headcount without the huge office space (Kotey, 2017).
The flexible working hours empower employees to make efforts efficiently from home and
work harder to convey the outcomes. The morale increase accomplished from the work-life
steadiness has an excessive role in enhancing output of the employees along with the
enactment. Add on, the flexible working hours encourage organizational members to produce
somewhat inventive. The organizational members employed on the flexible hours involve
more towards organization and make an appreciated support. Functioning in diverse means
can offer outcome in inspiring professionals to be inventive. The engineers can make extra
efforts and more than the allocated because of the flexible working hours. The outcome can
be achieved in more efficiency (Timms, et al. 2015). The flexible workings hours can
enhance the self-esteem of professionals and improve their corporal and mental health. It has
been realized that when personnel work from home, are anticipated to be less drained and
more relaxed. It lessens the threats of exhaustion, pressure, and tension which are the
outcome of the fatal organizational culture. This strategy is also advantageous in retaining
members. When the employees are provided with the flexible working hours, it epitomizes
the symbol of being appreciated by the organization. The employees who have extra
accountabilities or other than work interests may outlook flexible working as a whole

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obligation. This strategy is an excessive business power to retain proposing flexible working
hours (Hasle, 2017).
These are not just organizational members who could conquer the augmented efficiency and
comfort from the ease working hours. The company could also condense costs, improve
productivity and upsurge constancy if the schemes are instigated in the correct way. The
company can even recruit applicants who are not able to continue with the organization due
to restrict working hours. Here are a fewer individuals who are fascinated in functioning from
home only (Wagner, 2016).
Various types of skill development exercises aiming at demonstrating the impact of the
strategy
The flexible hours provides the flexibility to the employees in conducting business activities
on the daily basis. The employees are not in the restriction for working from office only.
They can work anytime and from anywhere. There is no restriction of time and place. The
positive leaders consider the benefits of working for the flexible hours for the organization.
Various types of flexible working is considered comprising part time and compacted hours.
The aid of the flexible working hours is experienced in the direct and indirect manner.
Different types of skill development exercises are require to indicate the impact of the
flexible working hours (Riva, et al. 2018).
Enable employees to follow the similar rules: The rigidness of the working hours is eased in
order to make organization friendly. The positive leaders allow parents the authority to leave
office early in order to pick children from school and attend their games along with the
annual functions. Such efforts made by the leaders enable organizational members to fulfil
their responsibilities outside work. It is significant in retaining and wellbeing of employees
for the long time. The static working hours should be ignored and flexible working hours
should be opted.
The positive leaders practice flexibility in the same manner: The flexibility should be
practiced by the leaders in a same manner for all the employees. The background of the
families should not be discriminated like singles and married employees should be offered
with same flexibility (Loretto and Vickerstaff, 2015). The aspects like lifestyle and family
circumstances should be totally ignored in offering workplace flexibility. The role of the

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positive leaders should be amicable for the employees. It should be sustained by everyone in
the organization.
Inspire activities external work: The flexible working hours not all only enabling employees’
external work. It comprises activities like inspiring employees to carry out their interesting
ideas and work. The inspiration has a part in enabling organizational members to balance
work. The positive leaders are required to update themself with the events taking place
outside office (Nel, Stander and Latif, 2015). For example, whenever an employees takes halt
of twenty minutes, then he is required to set in mind that he has to effortlessly fulfil the
activities at the end of the day. If it is noticed by the positive leaders that organizational
members are overloaded with the work then the members are given refreshment break. The
employees can be provided with the flexible working hours. The authorization is given so
that activity can keep running (Macdonald, Burke and Stewart, 2017). The personal passions
are appreciated and life is organized.
Offer employees time to deliberate: The employees should be given enough time to go for
breaks. As the time taken by them in refreshing themself can offer benefit to the organization.
They should be offered with the breaks from probing down into an email, interactive in the
meetings, running through the assignment. It enables the intellectual energy to breakthrough
and suppresses information. The information should be repressed and develop a few of the
finest action plans. The positive leaders should inspire breaks in the form of block or face to
face interaction. The positive have effective role in creating an organization atmosphere
which is a proper balance between the flexibility and face time (Murphy and Louis, 2018). A
culture should be encouraged where managers are offered equal flexible hours to enable
employees to move forward and spread flexibility. It has been observed that when the
organizational members are provided self-sufficiency then they will more exposure in
creating their best.

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References
Azar, S., Khan, A. and Van Eerde, W., 2018. Modelling linkages between flexible work
arrangements' use and organizational outcomes. Journal of Business Research, 91, pp.134-
143.
Cooper, R. and Baird, M., 2015. Bringing the “right to request” flexible working
arrangements to life: From policies to practices. Employee Relations, 37(5), pp.568-581.
French, M., 2017. Using Appreciative Inquiry to Foster Positive Sports Leadership. In Future
Directions in Well-Being(pp. 133-139). Springer, Cham.
Hasle, P., 2017. Human development and working life: Work for welfare. Routledge.
Kotey, B.A., 2017. Flexible working arrangements and strategic positions in
SMEs. Personnel Review, 46(2), pp.355-370.
Loretto, W. and Vickerstaff, S., 2015. Gender, age and flexible working in later life. Work,
employment and society, 29(2), pp.233-249.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Murphy, J.F. and Louis, K.S., 2018. Positive school leadership: Building capacity and
strengthening relationships. Teachers College Press.
Nel, T., Stander, M.W. and Latif, J., 2015. Investigating positive leadership, psychological
empowerment, work engagement and satisfaction with life in a chemical industry. SA Journal
of Industrial Psychology, 41(1), pp.1-13.
Riva, E., Lucchini, M., den Dulk, L. and Ollier‐Malaterre, A., 2018. The skill profile of the
employees and the provision of flexible working hours in the workplace: a multilevel analysis
across European countries. Industrial Relations Journal, 49(2), pp.128-152.
Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu, O.L., Sit, C. and Lo, D., 2015.
Flexible work arrangements, work engagement, turnover intentions and psychological
health. Asia Pacific Journal of Human Resources, 53(1), pp.83-103.

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Wagner, W.E., 2016. Leadership for a better world: Understanding the social change model
of leadership development. John Wiley & Sons.