Positivity helps to develop the strengths of the employees can pave the path for development of organization. Positivity in an organisation can help the employees in navigating through the challenging work environment (Avey, Luthans and Jensen 2009). This essay discusses analysis of different articles related to leadership and positivity.
First article stresses on the importance of psychological capital that can help the employees of an organization in succeeding at the tasks that are challenging. Heavier workload along with increasing amount of business travel increases the stress level of the employees of an organization. The article discusses that workplace stress is an important issue pertaining to human resource management as there are connection between stress and that of performance of employees. The factors like efficacy, hope and optimism can help in maximising the performance of employees within an organisation.
Transformational leadership can help in increasing the efficiency of employees working in an organisation. According to Walumbwa, Avolio and Zhu (2008), the individuals as the personal agents should be equipped with capacity of self-reflection that can help them in addressing the performance challenges that they encounter within the organization. The article talks about social identity theory that can help an individual feel at one with the organization. The transformational leaders being pro-active along with change-oriented can help in the aspect of extracting extra effort from the members working in an organization. A transformational leader has a great influence on the follower and this kind of leadership style makes the followers sacrifice so that they can contribute to success of work unit. The article elaborates on the fact that transformational leaders can make the followers prioritize on the aspect of larger collective cause instead of focussing on the self-interests. The article states that transformational leaders play an important role in positively relating individual identification of the employees with that of work unit. Identification can help an individual in providing an individual with that of a frame of reference that can help them in linking the social situation to his individual action.
It has been argued by Avey, Wernsing and Luthans (2008), positive emotions can make an individual socially integrated within the organization. Positive emotions felt by an employee can help in widening thoughts along with actions which come to the mind of an individual. The psychological resources that are generated by the employees can help them in experiencing the positive emotions that can pave the path for emotional engagement of employees with that of the organization. The article states that employee engagement will have an effect on the individual employees and it can also have the impact of motivating the other members of a team. It can have positive influence on organizational change. The employees having high positive emotions have fewer cynical attitudes in relation to organizational change. The article states that the cynical attitude that employees have towards the aspect of organizational change can be decreased with the help of positive emotions. The article talks about “mindful organizing” that can help an employee in developing resilience to that of the unexpected events.
Asset management can help in the delivering of public services in a safe manner without any kind of breakdowns. It has been brought out by Xerri et al. (2015) that supervisor should carry out the role in a manner that can help in achieving highest job performance from the employees of an organization. The leader-member exchange in an organisation can be said to be positively associated with that of the affective outcomes. The article states that leader-member exchange relationship can pave the path for stronger organisational commitment. The poor quality pertaining to leader-member exchange can constrain pro-active behaviour of the employees and it brings about the aspect of low commitment among the employees of an organisation. The article discusses that proactive approach in relation to engineering asset management can help in enhancing profitability in relation to an organisation. The article states that empowered employees, teamwork and communication can act as necessary ingredient that can be useful in the aspect of engineering asset management.
Social exchange theory can help in benefitting the various stakeholders in an organisation. According to Brunetto, Xerri and Nelson (2013) that the employees can benefit in the event of having positive interaction with supervisor. The positive interactions taking place in an organisation can help in facilitating exchange of the resources, knowledge along with time. The article states that attitude that the employees have in the workplace can enhance the effectiveness of the performance of an organisation. The article elaborates on the significance of Perceived Organisational Support (POS). It states that in the event of an organisation treating employees well, the employees works hard so that it can give back to the organisation. The culture that exists in an organisation has an effect on commitment of the employees to that of the organisation. Effective developing of process which maximises the asset management performance can be carried out in the event of having a supportive organisational culture. The organisations should communicate the asset management requirement that can help in motivating top-management support in relation to the process of asset management.
It has been argued by Brunetto et al. (2018) that the professionals should have knowledge that provide them with the power of making decisions. The article states that the people who are in the senior level of the management should mentor the new members that can aid in socialization of the specific values over that of a passage of time. Professional employees should unite in forming a new intangible resource that can influence the aspect of organizational outcome. The article brings out the importance of informal professional network that can be useful for the progress of an organization. The article states that informal professional network can empower the individuals for achieving outcomes that are aligned with his professional values. The article states that every organization has a dominant organizational culture along with various subcultures that depends on the kind of employees. Proactive asset maintenance organizational culture can help in detection of potential issues in relation to critical physical assets. This article argues that quality informal professional relationship can make the employees feel autonomous at the workplace.
According to Banks et al. (2017) that transformational leadership can help in meeting higher-order needs of that of the followers. The article illuminates on the importance of idealized influence that causes an individual to involve themselves in behaviours that can encourage the followers for identification with him or with her. The primary focus of transformational leadership is that of performance and thus it can be said that transformational leadership has a strong relationship with that of leader effectiveness. Alternate leadership can enable both the leaders and the followers in staying true in relation to values along with identity. This article states that authentic leaders are confident and hopeful and they prioritize the aspect of developing the associates so that they can evolve to become leaders. Authentic leader remains true to his own self and this helps in inspiring the employees working within a company.
It has been stated by Bolman and Deal (2017) that optimizing the organizational culture can help in building a positive environment in an organization. The article discusses that strategy suggests the planning and the positioning of an organization. Mintzberg elaborates on the five P’s that can help in managing an organization. The five P’s are Plan, Perspective, Pattern, Position and Ploy. All these five elements help in the establishing of a coherent strategy that can help in maximising the performance of an organization. The article states that structural logic requires the aligning of the strategy, structure along with environment. Good structure should be specific that can help in providing direction to an organisation but at the same time it should be elastic that can help it in adapting to that of changing circumstances. The managers should know how to group the people into that of working units that can help in augmenting the performance of employees within an organization.
Authentic leadership can occur in the event of individuals enacting true selves in that of the role of a leader. According to Leroy et al. (2015) authentic leadership can help in the fostering of self-determined motivation and hence the aspect of work role performance. The article makes use of self-determination theory that can act as a framework in relation to leadership of an organization. The inter-play taking place between authentic leadership and that of authentic followership can play a positive role in relation to satisfaction of basic needs of followers. The article concludes that cross-level interaction can help in strengthening relationship between that of authentic followership and that of follower basic need satisfaction. Basic need satisfaction can help in mediating interaction of the aspect of authentic leadership on that of follower work role performance.
Great leaders can help an organization in making great amount of profits. According to Sosik and Jung (2018) leadership development initiative can help an organization in showing consistent improvement in relation to productivity. The article discusses that organizations should develop leadership development model that can help them in defining right competencies that can help in bringing about a difference in an organization. God leaders can create more amount of economic value as compared to the poor leaders. A good leader can help in devising sustainable practices for an organization that can ultimately be useful for the planet. It can help a company in the aspect of corporate social responsibility that can help them in surviving within competitive environment. Sustainable leadership can play an important role in ending the poverty that exists in the world.
The integration of social network theory along with that of leader member exchange theory can help in bringing about innovative behaviour in an individual. It has been made use of for exploring effects of three kinds of social relationships on that of employee innovative behaviour. The article concludes that leader member exchange is related positively to that of innovative behaviour. According to Adil et al. (2018), the leaders can influence the innovative behaviour of the employees with the help of their deliberate action. A leader can stimulate the aspect of idea generation by taking recourse to their daily behaviour. The article discusses that perception of the workers of helpfulness of supervisor can be said to be positively related to their showing discretionary behaviour. The article elaborates that low-quality exchange relationship can be said to be characterized by that of formal interactions which can pave the path for increasing the distance that exist in between the parties.
Leaders having social relationship exchange that is unique can pave the path for engagement of the employees (Breevaart et al. 2015). High-quality exchange that is built on trust along with mutual obligation can result into affective attachment. Quality pertaining to leader-member exchange can help in determining degree to which the leaders reciprocate to the job demands. The article argues that high leader-member exchange relationship can be said to be characterized by that of high expectations in regard to the performance of the employees that is in return of investment that is made by the leader.
However, it can be concluded that several researches have brought out the fact that the members within that of high-quality leader-member exchange relationship can perform better. The leaders being in the position of power can act as a crucial source of support. The article states that social support can be said to be related in a positive manner to that of work engagement.
References
Adil, M.S., Khan, M.N., Khan, I. and Qureshi, M.A., 2018. Impact of leader creativity expectations on employee creativity: assessing the mediating and moderating role of creative self-efficacy. International Journal of Management Practice, 11(2), pp.171-189.
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.
Avey, J.B., Wernsing, T.S. and Luthans, F., 2008. Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), pp.48-70.
Banks, G.C., Engemann, K.N., Williams, C.E., Gooty, J., McCauley, K.D. and Medaugh, M.R., 2017. A meta-analytic review and future research agenda of charismatic leadership. The Leadership Quarterly, 28(4), pp.508-529.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Breevaart, K., Bakker, A.B., Demerouti, E. and van den Heuvel, M., 2015. Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), pp.754-770.
Brunetto, Y., Xerri, M. and Nelson, S., 2013. Building a proactive, engagement culture in asset management organizations. Journal of Management in Engineering, 30(4), p.04014014.
Brunetto, Y., Xerri, M., Farr-Wharton, B. and Nelson, S., 2018. The importance of informal professional networks in developing a proactive organizational culture: a public value perspective. Public Money & Management, 38(3), pp.203-212.
Leroy, H., Anseel, F., Gardner, W.L. and Sels, L., 2015. Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management, 41(6), pp.1677-1697.
Sosik, J.J. and Jung, D., 2018. Full range leadership development: Pathways for people, profit, and planet. Routledge.
Walumbwa, F.O., Avolio, B.J. and Zhu, W., 2008. How transformational leadership weaves its influence on individual job performance: The role of identification and efficacy beliefs. Personnel Psychology, 61(4), pp.793-825.
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.
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