Question? Call Us  +1 (817) 546-4770

EDUC30072 : Positive Leadership

Academic Anxiety?

Get an original paper within hours and nail the task

156 experts online

Free Samples

EDUC30072 : Positive Leadership

.cms-body-content table{width:100%!important;} #subhidecontent{ position: relative;
overflow-x: auto;
width: 100%;}

EDUC30072 : Positive Leadership

0 Download14 Pages / 3,304 Words

Course Code: EDUC30072
University: The University Of Melbourne

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Question: 

1. What is the relationship between authentic leadership, Leader-Member Exchange (LMX) and employees’ Psychological Capital (PsyCap)? Critically review the literature that explains how to build the Psychological Capital of different types of employees (such as professionals versus administrative employees, emotional labour, blue collar versus white collar employees, different generational cohort, and/or different ethnicities)? Why do emotions (of for example leaders, managers, employees) significantly impact employees’ performance?    
2. Analyse the leadership and/or employee performance (such as their engagement, turnover, commitment, wellbeing) at your workplace and compare it with the positive leadership and Psychological Capital literature.  How similar or different is your workplace from what is potentially possible as per recent research studies? Please consider different types of employees (such as professionals versus administrative employees, emotional labour, blue collar versus white collar employees, different generational cohorts, and/or different ethnicities). Use the positive leadership and/or Psychological Capital literature to suggest how to move your workplace towards being more effective?

Answer: 

Introduction: 
The process of leadership has become an imperative one not only for the various organizations but at the same time in other wakes of life. It is seen that the process of leadership is associated with influencing the behavior of others and also motivating them in the best possible manner so that they are being to achieve the target or the goals that they have set for themselves. It is a reflection of this particular fact that the various organizations as well as the teams take the help of the services offered by the effective or the positive leaders so that they are being  able to achieve the desired results. At the same time the wide spread use of this particular concept has also lead to the emergence of various leadership theories like authentic leadership, Leader-Member Exchange (LMX) and others. It is pertinent to note at this particular juncture that the main fulcrum of most on these theories on the improvement of the performance of the individual members of the team so that the entire team would be able to attain a higher growth rate. The use of the concept of Psychological Capital (PsyCap) has at the same time gained widespread significance and is generally being used by the various leaders to bring about the organizational or team growth by effective using or taking into consideration the psychology of the individuals. This paper will undertake an analysis of the concepts of authentic leadership, Leader-Member Exchange (LMX) theory and employees’ Psychological Capital. The paper will at the same time discuss the reasons why the emotions of the employees affect their performance.
Authentic leadership
In the present times various leadership theories and styles have gained significance however the effective of these styles and theories depends on the context in which they are being used. In this particular the authentic style of leadership has emerged as one of the most widely used ones in the contemporary times. The primary precept of this particular style is the fact that the leaders following this particular genre of leadership try to building an effective as well as authentic relationship with their followers on the basis of trust and honesty (Leroy et al. 2014). In other words it can be said that for the leaders who are following this particular style of leadership trust and honesty becomes very important factors (Wang et al. 2014). Furthermore, the effective of such leaders also depends to a large extent on the manner in which they are able to promote openness not only related to the actions that they undertake but at the same time the actions of the followers (Peterson et al. 2014). Moreover, the leader taking the help of this particular style at the same time is also required to building enthusiastic trust worthy relationships with the subordinates which are underpinned by the concepts of ethics (Sendjaya et al. 2016). Ethical way of action not only regarding the decisions that the leaders make but at the same time the manner in which they are dealing with the various subordinates who are associated with the leader becomes of paramount (Hirst et al. 2016). One of the best known examples of the use of this particular style of leadership was the leadership style followed by Nelson Mandela for the purpose of not only uniting the different entities of the nation in the fight against Apartheid but also during his tenure as the President of South Africa (Hirst et al. 2016). Following the precepts of this particular style it was seen that he tried to build effective trust worthy relationship with his followers which were underpinned by the concepts of ethics (Wang et al. 2014).
Leader-Member Exchange Theory (LMX)
The Leader-Member Exchange theory of leadership is another important theory of leadership which has gained much popularity in the recent times. Just like the theory of authentic leadership this particular theory of leadership also believes in the establishment of effective relationship between the leaders and the followers who are associated with them (Punjaisri and Balmer 2016). The basic lacuna of this particular theory of leadership is the fact that it requires the leader to establish effective dyadic or two-way relationship with the followers so that they are being able to influence as well as motivate these individuals in the best possible manner (Vidyarthi et al. 2014). In addition to this, this is perhaps one of the most unique styles of leadership because it requires a particular leader to take into effective consideration not only the perspectives of the followers but at the same time the opinions of theirs as well (Wang et al. 2015). Furthermore, the perspective of the followers or the subordinates is taken into consideration not only for the purpose of the utilization of the resources of the organization and the allocation of the job roles (Breevaart et al. 2015). It is also seen that just like the authentic style of leadership the leaders taking the help of this particular style of leadership are also required to build effective trustworthy relationships with the subordinates that are underpinned by the ethical considerations (Cropanzano, Dasborough and Weiss 2017). This is generally considered to be one of the major reasons for the extensive popularity which this particular theory of leadership has gained in the recent times.
Employees’ Psychological Capital
The concept of psychological capital is a very subjective term and can be broadly defined the manner in which the various feedback processes, positive attitude of not only the management team but also the employees of the concerned organization, criticism and others can contribute in a significant manner towards the development of a particular individual within a team, group or organization (Baron, Franklin and Hmieleski 2016). Furthermore, it can also be said that the concept of psychological capital is related to the process of measuring, developing and at the same time the control of the factors that might help in the process of the psychological growth of the employees of the concerned organization (Goldsmith, Darity Jr and Veum 2018). This is important since recent researches have shown that the psychological as well as the emotional state of an individual is directly related to the performance or the productivity level of the concerned individual. It is a reflection of this particular fact that the various organizations of the contemporary try to develop the psychological capital of the employees so as to improve the individual and also the overall organizational performance of the concerned organization (Luthans, Youssef and Avolio 2015). In addition to this, it is seen that the various organizations take the help of diverse kinds of methods like effective leadership, creation of proper organizational culture, employee engagement and others for the purpose of adding in a positive manner towards the psychological capital of the employees (Luthans, Youssef and Avolio 2015).
It is seen that the entities which form the psychological capital for the diverse kinds of employees are different in nature. For example, the psychological capital for a professional employee would be self-efficiency, hope, optimism, resilience and others whereas the same for an administrative employee would be resilience, confidence, conquering attitude, ambition and others (Abbas et al. 2014). In addition to these, psychological capital for the individuals who are involved in the kind of work that requires emotional labor would be emotional attachment, optimism and others (Newman et al. 2014). The psychological capital of the blue collar people would be hard work, resilience, hope and others in contrast to the people belonging to the genre of white collar having ambition, conquering attitude, dominating spirit and others as their psychological capital (Newman et al. 2014). The psychological capital of the generational cohorts, on the other hand, would be ancestry, tradition, hope and others whereas for the people with different ethnicities would be resilience, hope, hard work and others (Newman et al. 2014). Thus, it can be said that the psychological capital of the people varies depending on the kind of jobs that they perform.
Relationship between Authentic leadership, Leader-Member Exchange Theory and Employees’ Psychological Capital
There is a direct correlation between the Authentic leadership theory, Leader-Member Exchange Theory and Employees’ Psychological Capital and it is generally seen that this particular correlation is being exploited by the various organizations to bring about their growth. For example, the lacuna of the major leadership theories is to improve the performance level of the individual members of the teams or the organization and it is precisely here that the concept of psychological capital gains prominence (Bouckenooghe, Zafar and Raja 2015). In the present day business world it is generally seen that the process of providing feedback had become important one. However, at the same time it is seen that the process of feedback is seen by the various individuals as a kind of criticism or generally has a negative connotation (Zhun et al. 2018). It is a reflection of this particular fact that the various feedbacks that are being provided to the various individuals are not seen in the good light. However, the primary idea behind the various feedbacks that are provided to the individuals is not to criticize them or to demean their work rather they are provided so that the concerned individual can identify the key competencies as well as the weaknesses of theirs (Zhun et al. 2018). At the same time they are being provided with the idea that the concerned individual would be able to work on them and thereby improve the level of their performance. The concept of feedback is thus utilized by the various leaders taking the help of the leadership styles of authentic leadership, LMX and others so that they can not only improve the quality of their work but at the same time help in the development of the psychological capital of the employees which again in turn would help in a significant manner towards the improvement of the performance level of the employees (Bouckenooghe, Zafar and Raja 2015).
One of the most important attributes of a leader is the fact that he or she is required not only to have a personal positive attitude towards the activities that he or she is undertaking but at the same time the concerned leader is required to help the subordinates inculcate a positive attitude within themselves as well (Wang et al. 2015). This is important since researches have shown that a person with a positive attitude is likely to perform in a much better manner in comparison to a person with a negative attitude. Furthermore, having a positive attitude at the same time helps an individual to have a belief in the things that he or doing and also the importance of the same and this again is directly related to the performance level of the concerned person since if a particular individual believes that the thing which they are doing is important then they are likely to do it in the best possible (Wang et al. 2015).
The leadership styles of LMX and authentic leadership by developing a trust worthy relationship with the followers contribute in a significant manner towards the psychological capital of the concerned employees (Breevaart et al. 2015). This is important since this particular process helps the concerned individuals to feel that they are on par with the leader and they have a say in the affairs of the organization for which they are working. It is a reflection of this particular that the organizations wherein the LMX and the authentic leadership style is being followed not only the attrition rate is very low but at the same time the job satisfaction level, employee engagement level and others are very high (Breevaart et al. 2015). These factors contribute in a significant manner towards the psychological capital of the employees through the creation of the ideal kind of organizational culture wherein the individuals would not have the right kind of psychological growth but at the same time they would be able to utilize that particular growth to enhance their performance and thus contribute in a positive manner towards the organization. Thus, it can be said that there is a direct correlation between the authentic leadership theory, LMX and psychological capital.
Emotions and Employee’s Performance 
Emotions play a significant role in the individual performance of the employees and thus it becomes all the more important for the organizations to take into effective consideration the emotions of not only the leaders, managers but also the employees as well (Zhun et al. 2018). It is a reflection of this particular fact that if a particular individual is angry or not happy with the ways of a particular organization then it is obvious that he or she will not be able to deliver the kind of performance that he or she is normally capable of delivering as per their capabilities. Furthermore, the emotions of the leaders and the emotions are very important not only from the perspective of the fact that they hold the kind of position within the framework of the various organizations wherein they are required to make important decisions but at the same time because of their actions are directly related to the behavior and the actions of their subordinates as well (Zhun et al. 2018). Moreover, if a leader or a manager is not being able to regulate or control the emotions that they would then its results would be manifested in the decisions or the actions that they are undertaking and a wrong decision or an action taken at the management level is likely to have a serious implications for the concerned organization (Abbas et al. 2014). The same thing holds true for the employees as since the emotions that they have if not regulated or controlled in the most effective manner would have a negative impact on the work which they are delivering and this in turn would affecting the service that is being provided to the end users of the services offered by the organization. Thus, it can be said that the entity of emotion have a direct effect on the performance level not of the employees but at the same time on the performance level of the managers and the leaders as well.
Literature Gap
A wide range of researches as well as studies have been undertaken on the concepts of authentic leadership, LMX and psychological capital of the employees and these studies and researches have at the same time came up with interesting results. However, at the same time it is significant to note that this research is likely to be a unique one and different from the earlier ones since very few of them have tried to show the correlation among the three concepts and it is precisely here that the intended future research gains prominence. Furthermore, the results or the conclusions that would be derived from this research would formed the groundwork for similar kind of research works in the future times and at the same time they can also be used by the various leaders and the organizations to improve the level of their performance.
Conclusion:
To conclude, the concept of leadership is an important one within the particular context of the present day world and is generally used for the process of the enhancement of not only the individual performances of the employees but at the same time the overall organizational performance as well. However, at the same time it is also seen that in the present times various kinds of leadership styles and theories like authentic leadership, LMX and others has gained prominence. Furthermore, an important factor that the leaders need to take into account is the fact of taking into effective consideration the psychological needs of the employees. It is here that the concept of psychological capital gains prominence and thus the various leaders are using this particular factor to not contribute in a significant towards the psychological growth of the employees but at the same time towards the creation of an adequate organizational culture so that the employees are being able to work in the best possible manner. Thus, it can be said that there is a direct correlation between the leadership theories and the concept of psychological capital. Furthermore, it is also that the emotions of the individuals also have a significant impact on their performance level.
References:
Abbas, M., Raja, U., Darr, W. and Bouckenooghe, D., 2014. Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance. Journal of Management, 40(7), pp.1813-1830.
Baron, R.A., Franklin, R.J. and Hmieleski, K.M., 2016. Why entrepreneurs often experience low, not high, levels of stress: The joint effects of selection and psychological capital. Journal of management, 42(3), pp.742-768.
Bouckenooghe, D., Zafar, A. and Raja, U., 2015. How ethical leadership shapes employees’ job performance: The mediating roles of goal congruence and psychological capital. Journal of Business Ethics, 129(2), pp.251-264.
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.
Cropanzano, R., Dasborough, M.T. and Weiss, H.M., 2017. Affective events and the development of leader-member exchange. Academy of Management Review, 42(2), pp.233-258.
Goldsmith, A.H., Darity Jr, W. and Veum, J.R., 2018. Race, cognitive skills, psychological capital and wages. In Leading Issues in Black Political Economy (pp. 185-198). Routledge.
Hirst, G., Walumbwa, F., Aryee, S., Butarbutar, I. and Chen, C.J.H., 2016. A multi-level investigation of authentic leadership as an antecedent of helping behavior. Journal of Business Ethics, 139(3), pp.485-499.
Karakitapoglu Aygun, Z., Gumusluoglu, L. and Scandura, T.A., 2018, July. How Do Paternalistic Leaders Facilitate Performance?: The Mediating Role of Psychological Capital. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 11465). Briarcliff Manor, NY 10510: Academy of Management.
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management, 41(6), 1677-1697.
Luthans, F., Youssef, C.M. and Avolio, B.J., 2015. Psychological capital and beyond. Oxford University Press, USA.
Newman, A., Ucbasaran, D., Zhu, F.E.I. and Hirst, G., 2014. Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35(S1), pp.S120-S138.
Peterson, S.J., Walumbwa, F.O., Avolio, B.J. and Hannah, S.T., 2014. Retraction notice to:” The relationship between authentic leadership and follower job performance: The mediating role of follower positivity in extreme contexts”[The Leadership Quarterly 23 (2012) 502-506]. Leadership Quarterly, 25(6), pp.1183-1184.
Punjaisri, K. and Balmer, J., 2016. Brand value co-creation with employees through the Leader-Member Exchange theory: the case of a corporate brand.
Sendjaya, S., Pekerti, A., Härtel, C., Hirst, G. and Butarbutar, I., 2016. Are authentic leaders always moral? The role of Machiavellianism in the relationship between authentic leadership and morality. Journal of Business Ethics, 133(1), pp.125-139.
Sheer, V.C., 2015. “Exchange lost” in leader–member exchange theory and research: A critique and a reconceptualization. Leadership, 11(2), pp.213-229.
Vidyarthi, P.R., Erdogan, B., Anand, S., Liden, R.C. and Chaudhry, A., 2014. One member, two leaders: Extending leader–member exchange theory to a dual leadership context. Journal of applied psychology, 99(3), p.468.
Wang, H., Sui, Y., Luthans, F., Wang, D. and Wu, Y., 2014. Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), pp.5-21.
Wang, X.H., Fang, Y., Qureshi, I. and Janssen, O., 2015. Understanding employee innovative behavior: Integrating the social network and leader–member exchange perspectives. Journal of Organizational Behavior, 36(3), pp.403-420.
Zhun, G.O.N.G., Schooler, J.W., Yong, W.A.N.G. and Mingda, T.A.O., 2018. Research on the Relationship between Positive Emotions, Psychological Capital and Job Burnout in Enterprises’ Employees: Based on the Broaden-and-Build Theory of Positive Emotions. Canadian Social Science, 14(5), pp.42-48.

Free Membership to World’s Largest Sample Bank

To View this & another 50000+ free samples. Please put
your valid email id.

E-mail

Yes, alert me for offers and important updates

Submit 

Download Sample Now

Earn back the money you have spent on the downloaded sample by uploading a unique assignment/study material/research material you have. After we assess the authenticity of the uploaded content, you will get 100% money back in your wallet within 7 days.

UploadUnique Document

DocumentUnder Evaluation

Get Moneyinto Your Wallet

Total 14 pages

PAY 8 USD TO DOWNLOAD

*The content must not be available online or in our existing Database to qualify as
unique.

Cite This Work
To export a reference to this article please select a referencing stye below:

APA
MLA
Harvard
OSCOLA
Vancouver

My Assignment Help. (2020). Positive Leadership. Retrieved from https://myassignmenthelp.com/free-samples/educ30072-positive-leadership/authentic-leadership.html.

“Positive Leadership.” My Assignment Help, 2020, https://myassignmenthelp.com/free-samples/educ30072-positive-leadership/authentic-leadership.html.

My Assignment Help (2020) Positive Leadership [Online]. Available from: https://myassignmenthelp.com/free-samples/educ30072-positive-leadership/authentic-leadership.html[Accessed 18 December 2021].

My Assignment Help. ‘Positive Leadership’ (My Assignment Help, 2020) accessed 18 December 2021.

My Assignment Help. Positive Leadership [Internet]. My Assignment Help. 2020 [cited 18 December 2021]. Available from: https://myassignmenthelp.com/free-samples/educ30072-positive-leadership/authentic-leadership.html.

×
.close{position: absolute;right: 5px;z-index: 999;opacity: 1;color: #ff8b00;}

×

Thank you for your interest
The respective sample has been mail to your register email id

×

CONGRATS!
$20 Credited
successfully in your wallet.
* $5 to be used on order value more than $50. Valid for
only 1
month.

Account created successfully!
We have sent login details on your registered email.

User:

Password:

Can’t gather enough research material for the pending case study paper? MyAssignmenthelp.com has the perfect set of writing services to fulfil your needs regarding case study papers. The team of professional experts has the knowledge and experience to deliver a remarkable case study paper on almost every essay topic you throw at them. Also, they are quite comfortable in provide with insightful SWOT analysis and PESTEL analysis on the given topic. If you don’t know how to write an outline for the case studies, you can check out the free samples at the website and use them as case study samples. For plagiarism-free, insightful case study at an affordable price, MyAssignmenthelp.com is your best bet.

Latest Management Samples

div#loaddata .card img {max-width: 100%;
}

MPM755 Building Success In Commerce
Download :
0 | Pages :
9

Course Code: MPM755
University: Deakin University

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Answers:
Introduction
The process of developing a successful business entity requires a multidimensional analysis of several factors that relate to the internal and external environment in commerce. The areas covered in this current unit are essential in transforming the business perspective regarding the key commerce factors such as ethics, technology, culture, entrepreneurship, leadership, culture, and globalization (Nzelibe, 1996; Barza, 2…
Read
More

SNM660 Evidence Based Practice
Download :
0 | Pages :
8

Course Code: SNM660
University: The University Of Sheffield

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: United Kingdom

Answers:
Critical reflection on the objective, design, methodology and outcome of the research undertaken Assessment-I
Smoking and tobacco addiction is one of the few among the most basic general restorative issues, particularly to developed nations such as the UK. It has been represented that among all risk segments smoking is the fourth driving purpose behind infections and other several ailments like asthma, breathing and problems in the l…
Read
More
Tags:
Australia Maidstone Management Business management with marketing University of New South Wales Masters in Business Administration 

BSBHRM513 Manage Workforce Planning
Download :
0 | Pages :
20

Course Code: BSBHRM513
University: Tafe NSW

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Answer:
Task 1
1.0 Data on staff turnover and demographics
That includes the staffing information of JKL industries for the fiscal year of 2014-15, it can be said that the company is having problems related to employee turnover. For the role of Senior Manager in Sydney, the organization needs 4 managers; however, one manager is exiting. It will make one empty position which might hurt the decision making process. On the other hand, In Brisba…
Read
More

MKT2031 Issues In Small Business And Entrepreneurship
Download :
0 | Pages :
5

Course Code: MKT2031
University: University Of Northampton

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: United Kingdom

Answer:
Entrepreneurial ventures
Entrepreneurship is the capacity and willingness to develop, manage, and put in order operations of any business venture with an intention to make profits despite the risks that may be involved in such venture. Small and large businesses have a vital role to play in the overall performance of the economy. It is, therefore, necessary to consider the difference between entrepreneurial ventures, individual, and c…
Read
More
Tags:
Turkey Istanbul Management University of Employee Masters in Business Administration 

MN506 System Management
Download :
0 | Pages :
7

Course Code: MN506
University: Melbourne Institute Of Technology

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Answer:
Introduction
An operating system (OS) is defined as a system software that is installed in the systems for the management of the hardware along with the other software resources. Every computer system and mobile device requires an operating system for functioning and execution of operations. There is a great use of mobile devices such as tablets and Smartphones that has increased. One of the widely used and implemented operating syste…
Read
More
Tags:
Australia Cheltenham Computer Science Litigation and Dispute Management University of New South Wales Information Technology 

Next

Need an essay written specifically to meet your requirements?

Choose skilled experts on your subject and get an original paper within your deadline

156 experts online

Your time is important. Let us write you an essay from scratch

Tips and Tricks from our Blog

PROJ6016 Employer Based Project

Free Samples PROJ6016 Employer Based Project .cms-body-content table{width:100%!important;} #subhidecontent{ position: relative; overflow-x: auto; width: 100%;} PROJ6016 Employer

Read More »

PPMP20009 Marking Rubric

Free Samples PPMP20009 Marking Rubric .cms-body-content table{width:100%!important;} #subhidecontent{ position: relative; overflow-x: auto; width: 100%;} PPMP20009 Marking Rubric

Read More »