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LEADERSHIP THEORIES IN PRACTICE

Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
Reflect on the leadership behaviors presented in the three resources that you selected for review.
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.

Sample Answer

Scholarly Resources and Leadership for Healthy Workplaces

Here are two scholarly resources that explore the impact of leadership behaviors on creating healthy work environments:

“Enhancing Resources at the Workplace with Health-Promoting Leadership” by Laschinger et al. (2012): This research examines the concept of health-promoting leadership, where leaders actively create work conditions that support employee well-being and reduce stress. The study highlights behaviors like providing clear expectations, offering autonomy, and fostering social support networks as key contributors to a healthy work environment.

Full Answer Section

“Leadership for a healthy work environment – a question about who, what and how” by Einarsen et al. (2017): This article explores different leadership styles and their effects on employee health and well-being. It emphasizes the importance of relationship-oriented leadership, which builds trust, fosters open communication, and creates a sense of belonging within the team.

Key Insights and Leadership in Action:

Insight #1: Focus on Resources and Employee Well-being

The concept of health-promoting leadership (Laschinger et al., 2012) resonated with me. I witnessed its power firsthand at a previous company where the CEO actively prioritized employee well-being. She implemented flexible work arrangements, encouraged healthy lifestyle habits through on-site fitness classes and healthy food options, and fostered a culture of open communication where employees felt comfortable expressing concerns about workload or stress.

Impact: This focus on resources and well-being resulted in a significant decrease in employee turnover, increased productivity, and a more positive and collaborative work environment. Employees felt valued and supported, leading to higher engagement and a genuine sense of community within the company.

Insight #2: Relationship-Oriented Leadership and Open Communication

Einarsen et al. (2017) highlight the importance of relationship-oriented leadership. This concept was exemplified by my former manager, who fostered open communication and actively sought employee input. He held regular team meetings where everyone felt comfortable voicing their ideas and concerns. He also established an “open door policy” where employees could approach him with any issues or suggestions.

Impact: This relationship-oriented approach fostered trust and collaboration within the team. Employees felt valued and heard, leading to a more positive and motivated team environment. Additionally, open communication allowed for early identification of potential problems and facilitated proactive solutions.

These two examples demonstrate how specific leadership behaviors – focusing on employee well-being, fostering open communication, and building trust – can create a healthy work environment. This, in turn, leads to increased employee engagement, productivity, and overall success for the organization.

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