What is the definition of a Positive Leader?

A positive leader is a designated person who drives the group with a common goal by solving problems, clearing hurdles and performing with perfect guidance and initiatives. A positive leader is an essential need of organization because we are now working from home or office with some untold tensions in mind because of the COVID-19 crisis. To achieve the goal, we need proper guidance and positive vibes. A positive leader is a person who can quickly develop that environment. A positive leader can enhance the performance of an employee by supporting in various ways. We can say employee productivity, and management productivity is the parallel term when it comes to performance.

  • We aim to determine the effect of Leadership on employee
  • Evaluate the impact of Leadership on organization environment and motivate factors that affect
  • Find out if a reward and the recognized program would enhance employee performance

All organizations need some strong leadership in dealing with the organizational culture using employee performance and satisfaction. Therefore, if any of these factors are overlooked by the higher management, the less effective workforce will identify well.

Here are some essential questions which can answer the root of poor performance.

  • Does the employee understand the leader’s expectations?
  • Does the employee have something outside which is out of their control affecting performance?
  • Does the employee know that they are not working as per the leader’s expectations?
  • Does a leader in some way contribute to employee performance?

A famous study was done by Josef Folkman and his colleagues that reported in Harvard Business School reviews. What they found was when they look at thousand and thousand poor performing employees, the manager or leader was the direct cause.

“What type of Leadership is required?

Traditional strategies or approaches to Leadership and management are no longer appropriate or enough. Whereas true leaders are required, who understand emotions when managing the human resource and, mainly, highly skilled staff is now needed.

Authentic Leadership

Avolio and Gardner (2005) added that authentic relationships promote open and honest communication utilizing deeply shared values. A genuine leader can establish better and stronger relationships.

Trust will therefore act as a mediator in enhancing job satisfaction, organizational commitment and job performance among the followers. These outcomes will eventually contribute to sustainability and overall organizational effectiveness.

Transformational Leadership

A leader works with the staff to identify needed change, implement a vision and goals, and guide the change through inspiration.

4 Elements of Transformational Leadership. 

  • Motivation.
  • Intellectual Stimulation.
  • Idealized Influence.
  • Individualized Consideration

Leadership strategies that we aim for.

  • Motivational factor
  • Psychological Factor & Productivity.
  • Credits, Employee Recognition.
  • Learning curve & growth of employees

About 70% of the employers are disengaged, asking the question, “How do I motivate my staff.”

Employees are already motivated, so we cannot go to each of them and use the same motivational style for all. The top management should understand how the staff/how each of them should be motivated. They are asking the wrong question. The question which they should deal with is “How do I unleash their potential/motivation”.

How Leadership skills could be used

A company’s success is determined by elevating/maximizing the productive motivations and minimizing our counter productiveness.

The top management should be prudent when engineering the teams because we have to ensure that the people we are placing on spots are helping each other.

How the best companies motivate their staff to increase productivity

The motivational factor helps to explain the psychological aspect that determines performance and productivity.

What is motivation?

“Motivation is our drive to go seek pleasure and avoid pain”, and every staff/employee working under you is motivated under two styles, towards project hunting(Ambitious) or could be on the no pain side (Risk-free) style.

Results from a randomly employed staff done, taking into account what motivates them to do their jobs (Hospitality industry).

But on the other hand, we have both kinds of people who bring positive and negative motivation in which the workplace is a combination of the two.

  1. Those of the productive force.
  2. And those who are counterproductive.
  3. Motivation is the energy
  4. Motivation is the intensity that brings into the job.
  5. Motivation is the ability to get up and come to work and give your 100+%.

Five Employer leadership strategies that would benefit the employee and the employer itself.

  1. Encourage employees to network.
  2. Act as a mentor (or assign one).
  3. Provide growth opportunities.
  4. Maintain a feedback loop.
  5. Lead by example.

Reward and Recognition programs to enhance employee performance.

Credits to Employees – Your staff should be given the best recognition for the company’s accomplishments and achievements.

Branding- Always maintain the company values and disciplines, which would give the staff their pride/value of being recruited by such a company.

Recognition – Recognition programs could be set with the higher management, allowing the employers to recognize their employees for their performance and behaviour.

Learning curve & growth – providing pieces of training aimed at developing individuals and productivity that can take ownership for growth and self-development

Relationship between Authentic Leadership, Leader-Member Exchange (LMX) and Employees’ Psychological Capital

According to Walumbwa article, “Authentic Leadership is a model of leadership performance that promotes a positive ethical climate as well as positive psychological capacities to encourage better self-awareness and balanced processing of information”. It also fosters a moral perspective that is internalized to create a positive self-development between the leaders and the employees. “When authentic leaders build networks of collaborative relationships with employees, followers recognize them as being authentic”. Consequently, Leader-Member Exchange Theory is a relationship-based approach to Leadership that suggests that leaders develop an exchange that is uniquely based on each person they supervise. Therefore, the quality of leader-member conversations influences subordinates’ experience in the workplace.

Conclusion

A positive leader is a vital bridge between management and employee who can help the organization achieve defined goals and enhance their performance with expected growth. As discussed above, many strategies can help in these situations; first, we need to find out the glitch in the system and implement the best-optimized ways like authentic Leadership, transformational Leadership, creating motivation in employees. Rewards, recognition is again essential factor which the leader could use to increase psychological capital of employee. Job security, salary increment as per performance are also the best ways to encourage employees for productivity. Leader-member exchange is the best strategy to remove the gap between leader and employee. These factors are also helpful to find out the best employees and the best skills of employees. Organizations can use these skills of the employees as per need.  

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