MODULE 2:Work Ethos & Values

Indian Ethos in Management refers to the values and practices that the culture of
India can contribute to service, leadership and management. These values and
practices are rooted in Sanathana Dharma (the eternal essence), and have been
influenced by various strands of Indian philosophy

Work Ethos refers to the shared values and behaviours of people working together
in an organisation. It essentially underpins your company culture and will help
guide your recruitment, making sure you have the right people on board, and
employee engagement.

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Dimensions

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 Factors Responsible For Poor Work Ethos

Values:-Meaning & Features

Values are basic and fundamental beliefs that guide or motivate attitudes or
actions. They help us to determine what is important to us. Ethics is
concerned with human actions, and the choice of those actions. Ethics
evaluates those actions, and the values that underlie them.

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Ethics are consistent, whereas values are different for different persons, i.e.
what is important for one person, may not be important for another person.
Values tell us what we want to do or achieve in our life, whereas ethics helps
us in deciding what is morally correct or incorrect, in the given situation.

Characteristics Of Values

Even though the values are subjective and vague in nature, they can be
identified through the decisions of choice one makes
Some of the Important characteristics of values are:-

 Values are important to the person who holds them, They have true and
positive meaning to the personal who holds them.
 They are desirable and satisfying.
 Values are needed for a meaningful life style and the person who acts
according to his value system will have maximum satisfaction.
 They have the ability to develop in a self creative way.
 They tend to endure they are relatively stable and tend to change
gradually. The values will not change very frequently.
 They last longer in the human life style and they take a long process and
time to changedepend on their context for interpretation. The
relative values have broader managerial potential in using more
alternatives. The absolute values reduce the alternatives and narrow the
managerial potential.
 They can be verbalized and held at conscious level (explicit) or
subconscious levels (implicit)
 They are the quality or desirability of an idea, object or action which
governs our choice of methods, modes or goals of action.
 Values are the reasons for action. They describe why people behave as
they do. Example: If love is important to a person, he demonstrates it in
a number of ways.
 The intensity of values one holds differs from one individual to another.
They influence the behavior when more than one course of action
 They may be either relative or absolute in nature.
Absolute values remain independent of surrounding condition, where as
relative values
Values for Indian Managers

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Relevance Of Value Based Management In Global Change

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 Trans Cultural Human Values in Management

Trans-cultural values can be defined as the values that are similar in practice
among. different cultures throughout the whole world. These can be
categorized as universal. values which are followed in the similar manner
across the globe and therefore, considered as universal in nature.

Some of the trans-cultural values are fruitful for the effective and efficient
management are: Un-biasness Loyalty towards workers Cooperation
Transparency Objectivity Discipline Inspiration Social Responsibility
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Managing Interpersonal Conflict Developing values among individuals are
very essential for managers in any organization.

Taking this into consideration, it is very essential for the organization top
managers to work rigorously for the development of tans-cultural values in
management can be reflected in the following points:

I. Credibility among stakeholders: Value system if implanted within

the organization helps to build up a feeling of trust and credibility
among the stakeholders of the business entity. There are different
parties who are directly or indirectly linked with the business or
have interest in knowing working of the business entity. They can be
suppliers, employees, customers, society etc. To satisfy all these
parties instinct is the major task. Implementing credible value
system like transparency and integrity helps to build a credible
relationship of the organization with its stakeholders.
II. Promoting basic human values: Promoting trans-cultural values
itself nurture basic human values. A manager holds such position
that he/she knows that its decision can affect thousands of
individuals. Therefore, there will not be any space for him/her to be
bias any individuals. Managers must try to forgo his/her personal
grudges and treat every subordinate equal and provide equal
opportunities for them to grow. Opportunities and responsibilities
must be given equal to every individual at each level.
III. Facilitate decision-making: A well established value system helps
the management in taking effective and accurate decision. Another
point of distinction is that it suggests the management to take
decision keeping in view the interest of public, employee, owner and
company’s long term good itself. This is for the reason that it forces
the management to take into consideration various aspects like
economics, social and ethical during decision making.
IV. Earn Profit: With the proper facilitation of these trans-cultural
values, companies will earn profit. A company which is totally
inspired by trans-cultural values and give due consideration to them
will surely be a profitable one. With a well implanted value system,

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 there comes long run stability for the business organization in the
market.
V. Objectivity: A well established value system in the organization
helps to establish clear objectives for the firm. The whole
organization gets a clear picture of the objective that even a layman
can understand them. If in any case, the objectives are not clear
enough it can create a great mess. It can, as a result, also affect the
productivity of the organization as well as the organizational
working parties. Thus, an unambiguous and clear objective helps to
minimize chances of confusion, conflicts and disputes.
VI. Self-discipline: Trans-cultural values also help to cultivate self-
discipline within individuals. The important task here for the
individual is to have a control on one’s own mind. A manager should
be capable enough to take organizations related decisions with calm
and disciplined mind. Top managers should be properly disciplined
and this includes even small gestures like arriving on time at the
organization making use of the working hour more optimally etc. If a
manager is expecting something from others, he must also do the
same.
VII. Developing credibility among employees: Developing an
environment of transcultural values within the environment. A
similar culture in the organization with more of shared values and
attitude facilitate an organization to fulfill its objectives smoothly.
Organization values, when accepted and perceived by the employees
that it helps to create common goals, values and cultures.

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 Importance Of Value System In Work Culture

 Values are crucial for leading people. Without values, organisations will
most likely find employees working towards different goals, with
different intentions and different outcomes. This can also reduce job
productivity, job satisfaction and damage working relationships.

 Values shape and influence behavior of employess in the workplace as

a whole. They act as a guide on how to interact with others and so.
 Values are there to positively influence. Hence organisation should
invest in developing a set of workplace values to augment an
organizations culture, vision and mission.
 Values are also important for learning and development. By having
values, organisations are able to set the tone on company culture and
educate people on what as a whole, the company holds dearest
 Values also affect our decision-making. For example, if a value is
centred on attention to detail, there’s a benchmark to assess everyone’s
work by and employees know what they are being measured against.
Values are critical as they give people something to gauge their
standards by and know what to prioritise in the work they carry out.

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 Teaching Ethics

Ethics also will play a role in how a teacher interacts with students, with
colleagues, with administrators and with the community at large.

The core of teaching consists of four basic values: dignity, truthfulness,

fairness and responsibility & freedom.

All teaching is founded on ethics – whether it be the teacher-student

relationship, pluralism or a teacher’s relationship with their work.

Dignity means respect for humanity. Teachers must respect every person,
regardless of gender, sexual orientation, gender diversity, appearance, age,
religion, social standing, origin, opinions, abilities and achievements.

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 Truthfulness is one of the core values in teachers’ basic task, which involves
steering learners in navigating life and their environment. Honesty with
oneself and others and mutual respect in all communication is a basic aspect
of teachers’ work.

Fairness is important both when encountering individual learners and groups

but also in the work community. Fairness involves in particular promoting
equality and non-discrimination and avoiding favouritism.

 They must be able to identify and recognizes the differences in aptitude and
capabilities among the students in their class and try their level best to meet
their individual needs.
 They are supposed to encourage students as a means of improving their
attainments, developing their personality, while at the same time, also
contributing to community welfare.
 They are responsible for inculcating scientific temperament, the spirit of
inquiry, and the ideals of democracy, social justice, environmental
protection, patriotism, and peace among students
 They must treat the students with dignity and should not behave in a
vengeful manner under any circumstance.
 They are obligated to make themselves available to students beyond their
class hours and be ready to help and guide them with no extra remuneration
 Teachers should help students to develop a deep understanding of our
national heritage and national goals
 Under no circumstance should a teacher incite students against each other,
other teachers, or the administration.
 Teacher’s ethical principles:- The aim of teachers’ ethical principles is to
draw attention to the ethics involved in teaching.Good professional ethics
are among a teacher’s most important resources.

A Holistic Approach for Managers in Decision Making

A Holistic approach calls for the managers to take the decision built on
Humanistic democratic values.
Humanistic Democratic Values are Fearlessness, Purity, Committed to divine-
knowledge giving, disciplined senses, respectful studies, simplicity, non injury
to others, truthfulness.
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 MODULE 3:-LEADERSHIP
Leadership is the ability to continuously influence a team of individuals and
encompasses many important traits. While management is the overall direction and
oversight of the work activities of a team, leadership focuses on the ongoing
motivation, engagement and productivity of a team.

Most definitions incorporate the three concepts of influence, power and motivation.

Leadership in business is the capacity of a company's management to set and

achieve challenging goals, take fast and decisive action when
needed, outperform the competition, and inspire others to perform at the highest
level they can.
Some people with strong leadership skills in the business world rise to become the
CEO, COO, CFO, president, or chair of their companies.

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 The Components of Effective Leadership

Effective leadership includes exhibiting a strong character. Leaders exhibit honesty,

integrity, trustworthiness, and ethics. Leaders act in line with how they speak and
earn the right to be responsible for others’ success in the company.

Strong leadership involves clear communication skills. Leaders speak with and
listen to staff members, respond to questions and concerns, and are empathetic.
Leaders use effective communication skills for moving the company forward and
achieving new levels of success.

True leadership sees where the company is headed and plans the steps needed to
get there. Visualizing what is possible, following trends in the industry, and taking
risks to grow the business are all required of leaders.

Productive leadership shows optimism and provides positive energy for staff. Good
leaders are supportive and are truly concerned about the well-being of others.
Leaders find answers to challenges and reassure and inspire workers when things
go awry. Leaders find ways for staff to work together and achieve maximum results
in an efficient and effective manner.

Factors of Leadership
Leader

You must have an honest understanding of who you are, what you know, and
what you can do. Also, note that it is the followers, not the leader or
someone else who determines if the leader is successful. If they do not trust
or lack confidence in their leader, then they will be uninspired. To be
successful you have to convince your followers, not yourself or your
superiors, that you are worthy of being followed.

Followers

Different people require different styles of leadership. For example, a new

hire requires more supervision than an experienced employee does. A
person who lacks motivation requires a different approach than one with a
high degree of motivation. You must know your people! The fundamental

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starting point is having a good understanding of human nature, such as
needs, emotions, and motivation. You must come to know your
employees' be, know, and do attributes.

Communication

You lead through two-way communication . Much of it is nonverbal. For

instance, when you “set the example,” that communicates to your people that
you would not ask them to perform anything that you would not be willing to
do. What and how you communicate either builds or harms the relationship
between you and your followers.

Situation

All situations are different. What you do in one situation will not always
work in another. You must use your judgment to decide the best course of
action and the leadership style needed for each situation. For example, you
may need to confront an employee for inappropriate behavior, but if the
confrontation is too late or too early, too harsh or too weak, then the results
may prove ineffective.

The Two Most Important Keys to Effective Leadership

According to a study by the Hay Group, a global management consultancy,

there are 75 key components of employee satisfaction (Lamb, McKee, 2004).
They found that:

o Trust and confidence in top leadership was the single most reliable predictor
of employee satisfaction in an organization.
o Effective communication by leadership in three critical areas was the key to
winning organizational trust and confidence:
o Helping employees understand the company's overall business
strategy.

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 o Helping employees understand how they contribute to achieving key
business objectives.
o Sharing information with employees on both how the company is doing
and how an employee's own division is doing.

Trait approach in theories of Leadership

The trait theory of leadership is the concept that leaders are born with key
characteristics or traits. Researcher Thomas Carlyle first proposed the theory
in the 1800s.

The trait theory of leadership is also referred to as the Great Man Theory of
Leadership, which was studied by researcher Thomas Carlyle.

The trait theory of leadership doesn’t hold much weight, there are key
leadership qualities that we can identify. Here are 10 leadership skills that good
leaders possess:

 Future-mindedness. A future-minded leader is a leader who approaches

each situation with a sense of pragmatism and optimism. At BetterUp,
we’ve studied the effectiveness of future-mindedness.

Leaders who practice future-mindedness have higher-performing teams.

They also have teams with increased agility, engagement, innovation, risk-
taking, performance, and resilience.

 Inclusive leadership skills. We’ve also studied inclusive leadership and

its impact on the workforce. In a research it is found that employees are
50% more productive, 90% more innovative, and 150% more engaged
when they have inclusive leaders. Inclusive leadership also results in 54%
lower employee turnover .

 High emotional intelligence. Successful leaders often have invested in

their emotional intelligence . Like many other leadership skills, emotional
intelligence can be built with the right type of practice.

According to an article by the Harvard Business Review, 90% of people

receive promotions and improve their skills due to emotional intelligence .

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 Emotional regulation skills. The ability to keep cool matters more than
you think. In fact, when I think back to some of Carlyle’s list of great
leaders, this is one key skill that seems to be lacking.

But looking at today’s great leaders, emotional regulation skills are a non-
negotiable. In the face of adversity, conflict, and uncertainty, it’s important
for any leader to have emotional stability.

 Strong interpersonal skills. Leaders, especially in today’s workforce, are

constantly working with people. Whether it’s cross-functional
communication or collaborating with team members , strong interpersonal
skills are a must-have.

It takes practice to be able to build this skill set. Of course, based on

personality types, some folks may be more inclined to collaborate and
work with people than others.

I’m a self-proclaimed introvert that has invested a lot of time in building

my interpersonal skills. Through working with my coach, I’ve learned how
to build rapport and strong connections with others.

 High cognitive agility and cognitive ability. Our world is changing

— fast. That means the world of work is constantly faced with challenges
and tough problems that we probably haven’t encountered before.

High cognitive ability and cognitive agility are needed to help navigate
solving tough problems. This is especially important in today’s
environment where things can pivot quicker than ever before.

 Strong decision-making skills. If you’re a leader, you know that

decisions come across your desk (or laptop) daily. And as the future of
work has changed, the number of decisions has accelerated.

For any leader, it’s important to invest in building strong decision-making

skills. A lot of times, self-confidence and strong decision-making skills go
hand-in-hand.
 Strong communication skills. With collaboration must also come
communication. Great leaders are able to effectively convey their goals
and expectations.

Communication plays such a crucial role in organizational performance.

It's also a critical component of building strong coaching skills as a leader .

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 Effective leaders, however, often work on their communication skills . And
with the rise of hybrid and remote work, communication skills are more
important than ever.

 Ability to resolve conflicts well. Workplace conflict is inevitable. After

all, we’re human. We disagree. It’s part of how we solve tough problems.
In fact, conflict doesn’t have to be harmful. Sometimes, conflict helps
teams arrive at the right solution.

How you navigate that conflict is critically important. And great leaders,
despite Carlyle’s list of historical (and somewhat tyrannical) figures,
shouldn’t bulldoze over others. Respectful conflict resolution skills help
strengthen connections and relationships. It builds interpersonal skills,
communication skills, and problem-solving skills.

 High motivation. Effective leadership is powered by motivation. In fact,

high motivation is a key leadership behavior that many have to develop.

And motivation doesn’t mean you work until you exhaust yourself . In fact,
quite the opposite. Good leaders know when it’s important to rest. Great
leaders hold the power of Inner Work® in their back pocket to be able to
better motivate their teams.

Effective leadership starts with knowing what motivates your team. Every
company operates differently. But look holistically at your total rewards
programs. This means taking a close look at the purpose of
work, employee incentives , benefits, and compensation .

What are some pros and cons of the trait leadership theory?

While we’re not all born with personal characteristics that may innately make us
great leaders, there are some pros and cons. Here are nine pros and cons to
consider when looking at this leadership style.

3 pros of the trait leadership theory

 It kickstarted the study of leadership and leadership behaviors. While

the majority of leaders don’t believe in the trait leadership theory, it did
kick off the study of leadership.

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  It helped to establish leader traits that leaders can improve
upon. This was the first body of research that looked at key leadership
characteristics and traits. While possessing leadership skills from birth
isn’t founded on science, it helped identify which skills can be built upon.

 It helped identify that personality traits can be studied and

researched. Similar to leadership traits, it also helped establish that
scientists can study and research personality traits.

6 cons of the trait leadership theory

 The theory wrongly assumed that leadership effectiveness is

something you’re born with. The biggest con of the theory is that it’s not
empirically validated. It's not a valid, science-backed theory.

So, if you’re promoting employees based on the fact they possess certain
skills with the idea that they were born with said skills, you might want to
rethink your approach.

 It puts forward a false behavioral theory about leadership

roles. Putting people in leadership roles based on the idea that they’re
born with certain behaviors can be dangerous.

Without the proper development and coaching support, you risk falling
into situational leadership. And situational leadership doesn’t help unlock
your team’s full potential.

 It hinders the growth and development of your leaders. For any

company looking to develop effective leaders, it requires an investment in
their growth and development.

But adopting the trait leadership theory insinuates that you don’t need to
make that investment, which simply isn’t true.

 It doesn’t empower your workforce to reach its full potential. If you

are skipping out on coaching your employees into leadership roles, think
about all of that potential you’re leaving on the table. Your employees
want to learn, develop, and grow.

 It can breed a toxic style of leadership within your

organization. Putting non-leaders in leadership roles based on
personality traits can be toxic. Everyone needs support, even your best of

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 leaders.

But without the right support, you can risk breeding toxic traits in your
workforce. Consider how BetterUp can help bring out the best in your
workforce with virtual coaching.
 It can enforce a more transactional leadership style as opposed to
a transformational leadership style. While there’s a time and place
for transactional leadership , it’s not the best leadership style for maximum
impact.

Personal characteristics that support Effective leadership

Effective leadership is crucial for the success and growth of individuals, teams,
organizations, and even entire societies. Here are some key reasons why
effective leadership is essential:

 Inspiring and motivating others:

Effective leaders can motivate individuals to work towards a common goal. They
provide a vision, set clear objectives, and communicate effectively to create a sense
of purpose and enthusiasm among their team members. This helps boost morale,
increase productivity, and foster a positive work environment.
 Guiding and supporting teams:
Leaders provide guidance, support, and direction to their teams. They help identify
and utilize individuals' strengths, assign tasks appropriately, and promote
collaboration. Through their experience and expertise, they offer valuable insights
and advice, ensuring that the team stays on track and overcomes obstacles.
 Driving innovation and adaptation:
Effective leaders encourage innovation and adaptability within their teams and
organizations. They create an environment that embraces change and encourages
the exploration of new ideas. By fostering a culture of creativity, experimentation,
and continuous learning, leaders enable their teams to adapt to evolving challenges
and seize new opportunities.
 Building trust and fostering teamwork:
Trust is fundamental to effective leadership. Leaders who demonstrate integrity,
honesty, and transparency gain the confidence and respect of their team members.
When trust is established, individuals feel safe to express their ideas, take risks, and
collaborate openly. This leads to more vital teamwork, improved communication,
and enhanced problem-solving capabilities.

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 Developing future leaders:
Effective leaders invest in developing their team members and nurturing their skills
and talents. They provide growth opportunities, delegate responsibilities, and offer
guidance and feedback to help individuals reach their full potential. By cultivating
new leaders, they ensure the continuity of effective leadership within the
organization and contribute to long-term success.
 Managing conflicts and challenges:
In any organization, conflicts and challenges are bound to arise. Influential leaders
possess strong interpersonal skills and the ability to manage and resolve disputes
constructively. They act as mediators, facilitating communication and finding
mutually beneficial solutions. Their calm demeanor and problem-solving approach
help in maintaining harmony and minimizing disruptions.
 Driving organizational success:
Effective leadership is vital for achieving and driving organizational goals. Leaders
are responsible for strategic decision-making, resource allocation, and managing the
organization's overall direction. By setting clear objectives, making informed
decisions, and inspiring their teams, they drive performance and ensure the
organization thrives in a competitive landscape.

15 personality traits that are key to effective leadership:

1. OPENNESS AND FRIENDLINESS

People appreciate and will react more positively when they feel they can trust
their leader, communicate in an open way, and not fear saying the wrong
thing. A strong leader is one that people feel comfortable interacting with,
knowing they will get an honest answer.

2. KINDNESS
All people respond well to others who are cheerful, nice, and seem to put
others first. Developing kindness, even with people who are harder to get
along with, makes a leader more effective.

3. THOUGHTFULNESS
People are able to enjoy their work more and, thus, are more productive when
their leader respects and incorporates their views. Thinking of others and,
often, putting their needs first helps a leader gain trust and loyalty.

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4. EMOTIONAL STABILITY
Emotions at work shift throughout the day, yet people expect leaders to be
stable emotionally throughout the day. This, in turn, sparks emotional stability
with the team members, and work gets done more effectively.

5. CREATIVITY
People require new ideas and insight from their leaders to thrive at work. A
creative mind that can think outside of the box is highly effective in the
workplace.

6. EFFECTIVE COMMUNICATORS
People readily follow leaders who can clearly explain what they want and
expect through written, spoken, and non-verbal communication avenues.
Strong leaders are able to connect with people through clear and honest
communication.

7. INTEGRITY
Being honest, reliable, and trustworthy are all critical to leaders because
people are more likely to follow those they feel they can fully trust. Being a
person of integrity means being someone who stands behind your word and
shows up when you say you will—this trait shows the people under you that
they can trust you not only professionally, but also personally..

8. SELF-AWARENESS
To lead others, a leader must be aware of their own needs, strengths, and
shortfalls, and demonstrates this by taking measures to improve when needed.
Only through self-awareness will leaders be empowered to make changes to
become stronger leaders. Others respond well to those who are aware of their
own personality traits and how they affect others.

9. EMPATHY
Being able to understand and respond to the emotions and experiences of
others creates a strong, personable leader. Empathy is vital to building strong
connections with team members, and those connections help the leader
accomplish more.

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10. ENGAGED
An engaged leader is actively interacting with team members throughout the
day. This leader knows what is happening in their people’s lives, how they are
doing on their projects, and what could happen to make things flow more
freely throughout the day.

11. HUMOROUS
Being too serious can be detrimental when leading a team. Laughter raises the
spirits of people in an organization, even during stressful or challenging times.
Humor allows a leader to see the bright side of anything that happens, even if
something negative takes place. People respond well to appropriate humor..

12. PASSIONATE
Leaders who are passionate about their mission are able to communicate a
clear vision to the people they lead. That passion can lead to a charismatic
approach that people respond well to. They are excellent at communicating the
purpose behind their actions, and that passion can spread to others.

13. RESPECTABLE
Respect is earned, and the integrity and passion of a strong leader is
something that people will respect when it is delivered with openness and
empathy. By embracing these character traits, leaders will gain the
appreciation of those they lead. These leaders carry themselves in such a way
that they demand and command respect from those around them.

14. ACCOUNTABLE
Leaders who excel at what they do understand the importance of holding
themselves accountable for their actions. Either through others who are in
leadership over them or with accountability to their own teams, good leaders
will check in with others to ensure they are attaining their goals well.

15. ETHICAL
Ethical leaders believe in the dignity and value of others and will push to
protect them throughout the work of the organization. Ethical behavior flows
through every decision, and these leaders will push for actions that protect the
common good.

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 Leader & Values

Values are the underlying beliefs that guide our decisions and actions and
ultimately shape our days and careers.

Leadership values are a subset of those values that positively influence one’s
ability to lead effectively or be a ‘good leader .’

You can foster and develop leadership values with time. However, as with many
character traits, you will probably have a tendency toward one specific
leadership skill or another.

The leadership values related to effective leadership at your company will lie
at the intersection of your personal values and your company’s values.

Moral leadership

Moral leadership refers to a leader’s conduct that exemplifies strong moral values,
selflessness and integrity. Decision-making in moral leadership is guided by an
inherent ethical system and moral purpose. Self-disciplined, compassionate and
responsible, moral leaders prefer to lead and inspire others by setting an example
and establishing moral goals.

Proper workplace ethics are a core component of a thriving organizational culture.

An organization that has a set code of ethics in place benefits from motivated
employees and better performance. Ethical behavior in business leaders gives way
to moral leadership.

Moral leadership in professional ethics emphasizes honesty, trustworthiness and

reliability. Such a leader doesn’t abuse power; they’re just, impartial and prepared
to put organizational needs before their own.
Characteristics Of Moral Leadership

Few defining characteristics of moral leadership in professional ethics:

1. Emotional Intelligence

One of the most significant characteristics of moral leadership is emotional

intelligence. Emotional intelligence is defined as an individual’s ability to read,
understand and manage their own emotions while also recognizing and influencing
the emotions of people around them.

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Moral leaders have a high degree of emotional intelligence. They’re positive thinkers
who are adept at resolving conflicts among team members, coaching or mentoring
employees and fostering a culture of collaboration in the workplace.

2. Integrity

A core characteristic of moral leadership in professional ethics is integrity. Moral

leaders demonstrating integrity are honest and dependable. They honor their
commitments and follow through on their promises—their actions consistently
match their words.

Because they hold themselves to a high ethical standard, they stay away from
office politics, strive to be fair in alltheir undertakings and are rarely involved in
corrupt practices.

3. Driven By Values
Moral leadership means understanding how your own principles and values align
with those of your organization and staying true to them while making important
decisions. When business leaders embody the values an organization stands for and
take responsibility for the consequences of their actions—both good and bad—they
inspire their team members to do the same.

Moral leadership in professional ethics is fundamental to boosting

employee morale and establishing a healthy atmosphere of respect, trust and
transparency at work.
The essential meaning of moral leadership is promoting employee engagement,
increasing productivity and enhancing brand image by teaching employees to be
accountable, responsible and honest

SUMMARY
Business leaders who understand what moral leadership is and demonstrate moral
leadership are capable of driving positive change not only within their organization
but also in society as a whole.

Self-awareness is absolutely critical for today’s leaders

1. Self-awareness enables leaders to cultivate an environment of inclusion and

acceptance.

By being open and honest about their own feelings, attributes and challenges a
leader is demonstrating through their own actions that they have created a safe

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place for their team members. Employees who know that their individuality, well-
being and mental health are supported tend to have higher job satisfaction,
therefore increasing the likelihood of retaining that employee.

2. Self-awareness helps leaders understand and use their superpowers.

This enables them to acknowledge where they excel and how to apply their greatest
skills to support their team to achieve their mission. They’re aware of how these
strengths impact expectations—their own and the expectations of their people. This
transparency allows teams to learn how to acknowledge each other’s strengths and
work with their collective strengths to achieve results.

3. Self-awareness helps leaders understand their biases.

They are clear about how these factors might impact their decisions and actions.
Being self-aware also allows them to be more tuned in to the needs, feelings and
experiences of others. They are more committed to adapting their leadership style
to meet the situation and the individuals involved.

Self-awareness helps leaders to be more understanding.

It helps them to be more aware of the impact of their actions on those around them.
They make decisions more thoughtfully and are more likely to consider the needs
and perspectives of others.

5. Self-awareness improves decision making.

That’s because self-aware leaders consider their own emotions and biases when
making decisions. This is especially important in situations where their choices can
have a significant impact on employees, the team and the organization.

Self-awareness enables leaders to grow.

Self-aware leaders are more open to receiving candid feedback and pursuing self-
improvement. The Journal of Applied Psychology found that self-aware leaders tend
to be more open to feedback and more willing to change their leadership style to fit
the needs of their team. When they are open about their limitations, they can
commit to enhancing their skills and modifying mindsets and behaviors. By being
open about weaknesses, they demonstrate vulnerability and become more relatable
and trustworthy to those around them.

7. Self-awareness helps leaders keep their emotions in check.

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Leaders who are self-aware are better able to recognize and manage their own
emotions, which can help them respond more effectively to difficult situations and
conflicts. This can improve their ability to lead and manage others as they’re better
able to react to challenges or change in positive, less disruptive ways.

8. Self-awareness lets leaders build trust and credibility.

According to a Harvard Business Review study, self-aware leaders are more likely to
be perceived as authentic, fair, trustworthy and credible by their employees. That’s
because they’re able to recognize their own mistakes and limitations and are willing
to acknowledge them openly. This honesty helps build trust and credibility with
their team and stakeholders.

Communication an Essential Skill for Effective Leadership

Leaders must be good communicators because they inspire and empower people
around them, and without good communication skills, a leader would never be
heard or understood by others.

Therefore, effective communication is an important non-technical skill that every

leader must possess. Below are some reasons why good communication skills are
essential for effective leadership.

Develop a bond

Effective leadership is measured by the time a team takes to complete a task without
any friction, and good communication skills play an important role in that. It brings
together the team members to achieve desired results by clearly defining goals and
responsibilities.

Meanwhile, a lack of communication makes it tough to achieve goals and decreases

productivity. By clearly communicating goals, roles, responsibilities, important
information, and other things with their team, a manager develops a strong bond
with the team, devoid of miscommunications and quarrels.

Builds trust

Trust binds a team together, and effective leader ensures that they undertake
different activities to build trust among their team members. Leaders clearly
communicate the roles and responsibilities of all team members in a project
beforehand, avoiding confusion in the team and promoting trust.

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Active listening

A leader should be an active listener to become an effective communicator. They

should know when to stop talking and when to listen to their team members. By
doing this, they gain the employees’ trust, who then share their opinions, ideas,
grievances, etc., with the leader. Active listening also helps the leaders to
understand their team better, therefore, listening skills are equally important to
communication skills for effective leadership.

Clarity

An effective communicator has a clarity of thought which transforms into the words
they use to instruct and interact with team members. They clearly define the goals
to be fulfilled by team members and monitor if the team has successfully completed
the goal by the end of the milestone. If the team members fail to meet the goals,
effective leaders simplify goals to help employees understand them.

Empathy

Empathy is believed to be the top leadership skill needed to successfully execute

several business functions. Therefore, leaders must acknowledge and be empathetic
towards the perils and adversities their employees face. If need be, they should put
themselves in employees’ shoes and make decisions that benefit them. In addition,
an empathetic leader helps in keeping the team together.

Ability to ask open-ended questions

Effective leaders push their team members to do their best, and in that process, they
encourage them to ask open-ended questions. It helps in developing a great bond
between team members and their leader. In addition, it helps leaders understand
their employees’ motivation, thoughts, and goals better.

Receiving and implementing feedback

Feedback helps leaders work on themselves; therefore, an effective leader doesn’t

just listen to feedback but also implements it. They also provide constant feedback
to their team members to improve their efficiency and productivity. This is one of
the must-have skills besides possessing effective communication skills for
leadership.

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 Transparency

Transparency plays a crucial role in breaking down the communication barrier

between leaders and their teams. It is believed that many managers and executives
hardly know anything about their organization. As a result, they are unaware of the
organization’s policies and goals, which leads to low efficiency and productivity. By
speaking openly about the company’s goals, a leader builds trust between
employees and themselves.

Body language

Possessing communication skills for effective leadership is not limited to words;

non-verbal action behavior also plays an important role. It is believed that non-
verbal cues are an important part of effective communication skills. Therefore, a
leader must work on their body language and non-verbal cues while interacting
with employees to ensure that their message is rightly conveyed to the team
members.
Communication skills help leaders to define the goals of team members clearly. It
also helps understand team members’ goals and desires and solve their grievances.
Effective communication skills also help foster an open and good rapport between
leaders and their teams, which increases productivity and efficiency. Therefore, it is
clear that effective communication skills play an important role in leadership.

Personality Development & Determinants

3key factors have been identified for determinants of Personality.

 Biological Factors.
 Psychological Factors.
 Environmental Factors.

1. Biological Factors:- These are the physical determinants based on

physique and body functioning that shape personality. Some of these
factors have been discussed below:-
Body build: Body build determines a person’s capacity to do something and how he
would react to people who have inferior or superior body structure. We can identify
a body build as : (i) Ectomorph, (ii) Endomorph, and (iii) Mesomorph.

2. Psychological Factors:- There are many psychological factors which

determine personality development, of which the important ones are
discussed here.

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  Intellectual Determinants: The intellectual development of a person affects
his personality. Intellectual people are able to adjust better in various life
situations. Other people also have a positive judgement of intellectual people
which is based on their intellectual achievements.
 Emotional Determinants: Emotions are a very important determinant of
personality. Emotional factors have a huge bearing on a person’s personal
and social adjustment.
There are many aspects of emotions like dominant emotions, emotional
balance, emotional deprivation, excessive love and affection, emotional
expressions, emotional catharsis and emotional stress which affect the
development of personality directly and indirectly
 Excessive Love and Affection: This tends to affect children adversely.
 Self-disclosure: For good mental health and a healthy personality, self-
disclosure is important and is considered favorable with people.
 People who express their emotional stress in the form of anxiety, frustration,
jealousy and envy adjust better personally and socially.
 Aspiration and Achievements: Aspiration means goals, desire for more than
what people have in their present. it is ego that makes people want to achieve
more or have more than they possess.
Those longings or desires of people that have their roots in their ego
influence their behaviour and personality.
 Achievements: Achievements are viewed in comparison with others in an
objective manner or with one’s level of aspiration in a subjective manner.
People may feel that their achievements are a success or a failure, affecting
their self-concept accordingly.
 Goal Setting: There is ample proof to substantiate the fact that success makes
a person more realistic towards setting future goals in, life.
He develops an understanding of his capacity and does not make unrealistic
demands of himself.
Well-adjusted, intelligent people have such a stable behaviour pattern than
those who find adjustment in life difficult.

3. Environmental Factors.
Some environmental factors which affect the development of personality. Four
important set of factors are explained below:
 Social Acceptance: This is an important factor influencing personality
development.
 We all live in a social group where we expect approval and appreciation of the
members of the group.
 When a person’s performance behaviour and role play is according to group
expectations, he gets the approval of the group members. This is an important

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 criteria for self-evaluation by an individual and it influences his self-concept
to a large extent.
 Social Deprivation: This factor has a huge impact on personality
development. Those people who do not get the opportunities to experience
social contacts including, love and affection are called socially deprived.

4. Educational Factors: Educational factors are very important for the

development of personality.
5. Family Determinants: At all stages of life, family plays a major role in
influencing the personality of individuals, both directly and indirectly.

 Leadership competencies are leadership skills and behaviors that

contribute to superior performance. By using a competency-based
approach to leadership, organizations can better identify and develop
their next generation of leaders.2
 Essential leadership competencies and global competencies have been
defined by researchers. However, future business trends and strategy
should drive the development of new leadership competencies.
 While some leadership competencies are essential to all firms, an
organization should also define what leadership attributes are
distinctive to the particular organization to create competitive
advantage.

Leading the organization:

 -managing change
 -solving problems and making decisions
 -managing politics and influencing others
 -taking risks and innovating
 -setting vision and strategy
 -managing the work
 -enhancing business skills and knowledge
 -understanding and navigating the organization

Leading the self:

 -demonstrating ethics and integrity

 -displaying drive and purpose
 -exhibiting leadership stature
 -increasing your capacity to learn

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  -managing yourself
 -increasing self-awareness
 -developing adaptability

Leading others:

 -communicating effectively
 -developing others
 -valuing diversity and difference
 -building and maintaining relationships
 -managing effective teams and work groups

 Organizational Culture and Leadership

 The success of any business can depend on the level of organization and
leadership within the company's culture. With the right leadership, a positive
organizational culture can affect an entire workplace.

 Understanding organizational culture and how leadership affects it can help

you become a more effective leader in your own organization by adopting
new behaviors and values.

 Organizational culture and leadership is a set of values that defines a

company and how the company's leadership exemplifies and reinforces those
values.

 It defines the behaviors and actions the company expects employees to take
to create a positive environment while helping the business succeed.

 Organizational culture also guides a company's mission and objectives,

making it important to clearly define so each employee fully understands the
mission they're working towards.

Why is leadership important for organizational culture?

Leaders show employees how to embody values that contribute to organizational

culture. It's the duty of a leader to communicate the company's mission, goals and

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core values. Leaders are responsible for defining, teaching, measuring and
rewarding the culture they want to foster.

Ethical leadership can help businesses succeed and grow by not only inspiring
employees but also showing the public that the company has strong, positive values.
Ethical leaders create a culture of honesty, integrity, trust and fairness.

Employees under ethical leadership are often more engaged and happier to work for
the business. Leaders set an example each day for employees to follow and may also
enforce certain policies to ensure fair, ethical practices remain the standard at a
business with ethical organizational culture and leadership

How leadership affects organizational culture

Managers can teach organizational culture through social interactions. Through

their own actions, leaders show employees what behavior is acceptable and
encouraged. Here are ways that leadership affects organizational culture and
leadership:

Defines and teaches core values

You can define a strong business culture by its firmly held core values that are
organized, shared and transmitted by employees. Leaders are role models who
demonstrate behaviors that reflect the company's core values. Effective leaders
show their employees what actions they should take to fully embrace workplace
values. It's the duty of a leader to translate the mission of an organization into
tangible results.

Fosters a desire to learn

A quality leader demonstrates a genuine interest in promoting the growth of their

employees. For that reason, they freely share what they know with others. They
help team members build a career path, then share the knowledge that the
employee needs to follow it. Leaders promote the idea that employees can learn
from any opportunity.

By encouraging employees to take risks in order to grow their knowledge base,

effective leaders are able to foster a culture of learning and growth. Employees who
feel safe to explore and learn may find their work more fulfilling and meaningful.
They feel more inclined to collaborate and learn from others.

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Promotes a culture of recognition

When leaders let employees know that their contributions are valuable, they foster
a culture of recognition. The task of the leader is to reward and incentivize hard
work and good behavior.

When leaders give positive praise, they help employees feel fulfilled and confident.
Leadership fosters a culture of appreciation. Quality leaders encourage their
employees to recognize other coworkers for their positive contributions.

For instance, during a team meeting, a manager could ask coworkers to share
specific instances of when a colleague excelled. A workplace culture where everyone
celebrates success builds stronger teams.

Encourages a shared vision

Effective leaders define a shared goal for which everyone can strive. They promote a
vision of the future that's positive and value-based. By outlining detailed steps, they
show team members how to successfully reach a goal.

Employees receive a clear understanding of their role within any collective process
and collaborate to achieve a shared vision of the future. Being able to describe a
realistic vision inspires employees to be more productive.

When they accomplish goals, employees feel fulfilled and valued. Seeing results
helps them understand how they contribute to the company.

Changes the culture

Leaders understand that workplace culture continually grows and changes.

Understanding the dynamic nature of the workplace helps them guide their team
members through these changes.

When changes in company culture are necessary, leaders have a responsibility to

communicate the information to employees effectively. Cultural changes require
clear communication with every person in an organization. Leaders who value
workplace culture understand that their duty is to keep actively creating a healthy
organizational culture. They show their team members what behaviors align with
the cultural changes and what behaviors they can alter.

Improves job satisfaction

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Job satisfaction is the feeling of how well the working environment meets the needs
of employees. It relies on an employee's evaluation of the company values and how
they agree with their core values.

A variety of factors influence job satisfaction, including the quality of leadership.

Leaders are typically mindful of how their leadership style affects employees.

Employees who are more satisfied with their work are more likely to have better job
performance. Choosing a leadership style that benefits an organization and its
employees is one of the most effective ways to improve job satisfaction.

Many leadership styles exist, and it's common to use several types based on the
situation. Some leaders use a combination of many styles to fit their needs.

Ensures accountability

Accountability is essential for leaders to shape organizational culture. Leaders hold

people accountable to ensure that they remain responsible for completing their
work. Leaders help show employees that organizational culture exists to guide them
to success.

Having a culture of accountability starts with comprehensive job descriptions that

outline measures of success. A quality leader is transparent with their team
members about the standards they expect employees to meet.

During reviews, leaders can further elaborate on expectations and standards. If they
give employees clear, measurable steps to success, employees may be more likely to
meet and exceed expectations.

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 MODULE 4 :- Leadership development
It is the process which helps expand the capacity of individuals to perform in
leadership roles within organizations. Leadership roles are those that facilitate
execution of an organization's strategy through building alignment, winning
mindshare and growing the capabilities of others.

Leadership skills are the strengths and abilities individuals demonstrate that help to
oversee processes, guide initiatives and steer their employees toward the
achievement of goals.

Leadership skills are an essential component in positioning executives to make

thoughtful decisions about their organization's mission and goals, and properly
allocate resources to achieve those directives.

Valuable leadership skills include the ability to delegate, inspire and communicate
effectively. Other leadership traits include honesty, confidence, commitment and
creativity.

The following leadership qualities can inspire anyone to become a better leader:

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Good values. To be an effective leader, one should be honest and committed to
their leadership role and always remember that their team reflects the values they
uphold. A good leader shows respect for everyone and their opinions.

Vision. One can't be an effective leader without having a strong vision for current
and future growth because a big part of a leader's job is to connect a group of
people through a shared vision. A successful leader isn't hesitant about bringing
change and pushing the boundaries of what is achievable through their intellect.

Creativity. Thinking outside the box is imperative for successful leaders because it
enables them to turn challenges into opportunities. Leadership and creativity work
together to produce a dynamic workspace that's rife with innovative ideas and
problem-solving techniques. This can provide any organization with an edge over
the competition.

Confidence with humility. Great vision alone can't achieve results if the leader
doesn't have the confidence to act. Gaining leadership confidence is a gradual
process. Along with confidence, an effective leader should identify good traits in
others and focus on the end goal rather than on themselves as the conduit of
success.

Interpersonal skills. Active listening and soft skills go a long way in a leader's
journey toward success. Along with being a good listener, a leader should foster a
workspace that promotes open communication, delegation of tasks and prompt
conflict resolution. Through a leader's interpersonal skills, entire teams and
projects can work collectively and share the same vision toward the achievement
of goals.

Prioritizes continuing education. To stay on top of current industry innovations,

successful leaders should keep learning new skills. A great leader not only takes
part in continuing education to improve their career path but also evaluates their
leadership qualities for areas of improvement. For example, a leader looking to

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improve their communication skills can pursue a leadership degree that focuses on
communication.

Developing followers. A successful leader is followed by others. By empowering

team members with information, tools, skills and professional development
opportunities, a leader can successfully help employees reach their career goals.
Empathy and concern can also earn leaders their team members' trust.

15 important leadership skills:

1. Open communication. A good leader keeps an open line of communication

with team members and can succinctly explain organizational goals and tasks
using different types of communication channels, such as one-on-one sessions,
email, video, chat, phone calls and social media. An effective leader also shares
clear messages and makes complex ideas easy to understand for everyone.

2. Empathy. Empathetic leadership focuses on identifying with others and

understanding their perspective. Leaders who show empathy are successful
because they can better understand how the employees feel about their work
environment. This enables the leaders to bring positive changes to the
workforce.

3. Strategic thinking. Leaders need strategic and critical thinking skills, as they
are tasked with challenging decision-making. A strong leader makes well-
researched and objectively scrutinized decisions that can lead an organization
toward achieving its goals.

4. Creativity. A creative leader can brainstorm new ideas and inspire others
toward creativity and innovation. For example, a successful leader will always
recognize and reward employees for their creative input.

5. Positivity. A great leader brings positivity into the work environment, which in
turn uplifts the employees and encourages them to perform better. Positivity

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 can be cultivated by showing care, respect, diplomacy and empathy toward the
team.

6. Flexibility. The best leaders get out of their comfort zones and quickly adapt to
changing work conditions. They wear multiple hats and can problem solve and
improvise on the fly. A successful leader also promotes employee engagement
and is willing to accept constructive feedback from the team.

7. Conflict resolution. A great leader not only knows how to avoid conflicts in
the workplace but can also resolve them in an efficient and timely manner.
While resolving conflicts, the leader stays level-headed and decides
analytically.

8. Time management. This is an essential skill for leaders, as they need to

delegate tasks, prioritize commitments, set attainable goals and multitask.
Successful leaders practice time management skills by setting SMART
goals for themselves and their team members.

9. Reliability. A strong leader is dependable and one that people can count on for
fulfilling commitments and meeting deadlines. This encourages the team to
appreciate the leader's decisions and follow in their footsteps.

10.Mentorship. Great leaders are always ready to mentor and teach to bring out
the best in their employees. They put in a lot of effort to make the team
successful by using positive reinforcement, clarity, motivation and by
rewarding achievements.

11.Recognizing potential. Great leaders have a keen eye for recognizing potential
talent and competencies in the workplace. They also don't shy away from
acknowledging the abilities and achievements of their employees.

12.Responsibility. The success and failure of a team ride on the shoulders of a

leader. Therefore, leaders should be accountable for their actions and willing to
take the blame when mishaps happen. Great leaders take responsibility and
devise strategies for improvement instead of pointing fingers and blaming
others.

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13.Organization. Leadership positions depend heavily on organizational skills. A
successful leader can handle a variety of different projects, spend ample time
on each, prioritize and ensure that all project deadlines are met.

14.Delegation. Sometimes, it's difficult for leaders to let go of the projects they're
passionate about. However, a great leader knows the strengths and key skills of
each employee and delegates accordingly based on the project requirements.
This also helps with relationship building within the team as employees feel
valued, respected and trusted.

15.Feedback. Effective leaders never miss an opportunity to provide constructive

feedback to team members regarding their performance. Without feedback,
employees can't gauge where they stand and which areas they need to improve
on.

Tools for analysis of leadership styles

The value of leadership is often overlooked. However, they are the backbone of
any successful enterprise. They do more than just lead—they work, coach, manage,
plot, and more! They act as examples for others to emulate in addition to setting
the pathway.

Every day, leaders deal with various difficulties. For businesses to succeed, leaders
must be able to manage their teams effectively. Leaders can use leadership
assessment tools to assess their strengths and weaknesses to make the necessary
improvements.

The 8 best leadership assessment tools are discussed

QuestionPro 360-degree feedback:- The QuestionPro 360-degree feedback tool

is user-friendly and intuitive. It is one of the best leadership assessment tools. With
this out-of-the-box assessment tool, it is possible to evaluate such crucial and
cutting-edge skills as inclusive leadership, resilience, team capacity management,
and many more.

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Survey Setup: Flexible surveys with configurable procedures make it easy to get
feedback from employees.

Respondent Portal: Automated evaluation procedure lets you track survey

responses, add participants, and remind raters.

Dynamic Reporting: Branded, customizable, easy-to-understand reports enable

leaders to recognize their strengths and performance gaps and motivate action.

DISC:- The DISC personality type indicator will be familiar to you if you’ve done
any research about leadership assessment tools. This tool is one of the easiest ones
for judging a leader’s abilities.

The DISC assessment is named for the four primary characteristics it evaluates.

D – Dominance; I – Influence;S – Steadiness; C – Conscientiousness

Leadership assessment is simple with DISC. It focuses on your behavior patterns

rather than your preferences. Unlike other similar applications, it is quick and easy
to use with large groups.

Myers-Briggs Type Indicator (MBTI):- The MBTI is a little more complicated than
the other leadership assessment tools but is much more functional. The test
findings reveal specific details about a person’s abilities and character qualities.

According to a combination of the personality traits listed below, the MBTI divides
people into one of 16 types:

Extroverted (E) versus Introverted (I)

Sensing (S) versus Intuition (N)

Thinking (T) versus Feeling (F)

Judging (J) versus Perceiving (P)

Everyone using this assessment tool must be familiar with the four-letter
combinations, which is a downside. The results are only worthless if these
categories are fully understood.

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SurveySparrow 360-degree feedback:-Managers can use SurveySparrow’s 360-
degree feedback tool to assess employees’ strengths and weaknesses. This survey
software’s confidentiality allows participants to be honest about how they work
with you daily, speeding up the process.

The 360-degree feedback tool offered by SurveySparrow promises to streamline

the process and save users time.

Enneagram:- The Enneagram is an innovative test that classifies individuals

according to their personality and behavioral patterns. Assessing your personality
type with the Enneagram goes beyond simply looking at your outward actions.

The tool provides a visual representation of the causes of an action or reaction,

which reveals more about the individual than might first be apparent. While
potentially applicable, the complexity of the entire procedure puts off many
businesses.

Saville Assessment:- Saville Assessment has been a leader of leadership

assessment tools for a long time in making aptitude and personality tests. It’s ideal
for gauging one’s intelligence and character.

Individual traits and tendencies are evaluated, as well as any potential problems.
The former manager evaluates verbal, numerical, and spatial reasoning skills,
while the latter evaluates your desired professional characteristics, such as
efficiency and teamwork. The assessment also indicates the individual’s most
compatible cultural orientation.

Gallup’s Strengthsfinder:- Gallup’s Strengthsfinder focuses on a person’s

positive traits rather than their flaws. In effect, this method has the potential to
create optimistic attitudes in which employees are more inspired to put in the
effort.

The Gallup Strengths Finder tool is excellent for individual coaching since it
reveals people’s natural talents but needs to hold up better in a group setting.

MindTools Leadership Skills Assessment:- MindTools Leadership Skills

Assessment tool asks about your professional actions. It also shows if you’re at
your best or have the potential to grow.

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The MindTools Leadership Assessment evaluates candidates in the following
areas:

 Providing a compelling picture of the future

 Inspiring team members to realize the objective
 Acting as a positive example
 Effective performance management
 Facilitating growth and development by offering encouragement and
prompts
 Three fundamental traits determine final outcomes:
 Confidence in their self
 Perspective and disposition on one’s own part
 Emotional capacity

After the projected leadership style is determined, this tool allows a more in-depth
assessment and reading of an article that comprehensively analyzes that leadership
characteristic.

Conclusion

Selecting the assessment tool that best aligns with your leaders’ objectives is
crucial. The good news is that these popular tools are well-liked because they are
effective. They provide leaders with vital information on leadership excitingly and
memorably.

To better understand and hone your leadership abilities, you can use any one of the
eight best leadership assessment tools listed here. With these resources, you may
readily identify problem areas and formulate plans to fix them.

360 Degree Feedback

360 Degree Feedback is an assessment system or process in which employees
receive confidential, anonymous evaluations from the people who work around
them. This typically includes manager, peers, and direct reports

The 360 questionnaire includes questions that are measured on a rating scale.
This questionnaire also asks raters to provide written comments. The person

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receiving the evaluations also fills out a self-rating questionnaire that includes
the same survey questions that others receive in their forms.

Managers and leaders within organizations use 360 degree evaluations to get a
better understanding of how others perceive their strengths and weaknesses.

After conducting the evaluation process, the system automatically tabulates the
results and presents them in a format that helps the feedback recipient create a
development plan to improve leadership skills.

Individual responses are combined with responses from other people in the same
rater category (e.g. peer, direct report, manager) in order to preserve anonymity
and to give the recipient a clear picture of their greatest overall strengths and
weaknesses.

360 Feedback questionnaires measure subjective workplace behaviors and

competencies.
They provide information on how others perceive a coworker, direct report, or
manager. The focus of a 360 evaluation should be on subjective areas such as
teamwork, character, communication, and leadership effectiveness. It's an
opportunity to build connections and trust.

Coaching and Mentoring

A mentor is someone who shares their knowledge, skills and/or experience, to help
another to develop and grow.

Coaching: A coach is someone who provides guidance to a client on their goals

and helps them reach their full potential

The key differences between mentoring and coaching, compared.

 Mentoring is often longer-term with some mentoring relationships lasting 6+

months and in several cases mentoring can last years or even decades. In
fact, some famous mentors and mentees cite lifelong mentoring
relationships.

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 No qualifications are required for mentoring, which means that it is easy for
organisations to start mentoring programmes quickly. Yes, mentoring
training is often recommended but it certainly isn’t required and in fact there
are very few mentoring qualifications offered, compared with that of
coaching qualifications.
 As mentioned, mentoring is a lot more directive. It is about the mentor
sharing their knowledge, experience and skills, telling the mentee and
guiding them through direction.
 Typically, mentoring is less structured than coaching and whilst having a
mentoring meeting agenda and goals is recommended, it will be up to the
mentee to put this together, compared with coaching which typically follows
a more rigorous structure.
 Finally, mentoring is mainly development driven and looks to the mentee to
decide what they wish to achieve and which goals they have for their
mentoring relationships.

 Now, the key differences for coaching are:

 Coaching is often shorter-term and may be as short as a quick 10- or 15-
minute conversation. That said, some coaching relationships can be longer-
term too.
 There is training in coaching skills and a lot of coaching qualifications are
available, and almost always necessary and certainly recommended, to be a
truly effective coach.
 Unlike mentoring, coaching is non-directive which means that it is about
posing the right questions, providing the space, trust and confidence for the
individual being coached to consider how they can achieve more, reach their
objectives and find capabilities within themselves.
 Typically, coaching is structured by line-managers or sponsors, so
organisations will often sponsor an individual to be coached or a line-
manager will send an employee to be coached for certain skills.
 Coaching is performance driven and encourages the individual or individuals
being coached to perform in their day-to-day roles.

Self-management & Emotional Intelligence

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It is our ability to manage our behaviors, thoughts, and emotions in a
conscious and productive way.

Self-management means you understand your personal responsibility in

different aspects of your life, and you do what you need to fulfill that
responsibility.

Self-management and its relationship to emotional intelligence

This self-management definition has its roots in emotional intelligence theory ,

where this capability may also be referred to as self-regulation.

 Self-regulation:- It is supported by our capacity for self-awareness , which

helps us create conscious access to our thoughts, desires, and feelings.
Only once we are aware of these things, can we begin to control and
express them appropriately.
Those with well-developed self-awareness and self-regulation are well-
positioned to develop a set of self-management skills that support them
on their work and personal journeys .
These are all signals that you may need to work on your self-management
capabilities. Self-management can be learned and refined by mastering
these related skills:
 Role clarity:-Those with role clarity know what our responsibilities are,
who our work matters to and how we are measured. We also know who
we are dependent on to get our work done. In short, we have a good sense
of how we fit into the system and how our work serves the organization.

 Goal alignment: Organizational success relies upon team members

working together to reach a common goal . In order for this to work with
a team of self-managed individuals, each of us must understand the big
picture, and align our own goals with those of the organization. This will
allow us to stay on track and maintain sight of what we’re working
toward.

 Strategic planning. The next skill in this progression, strategic planning,

is the ability to understand what we need to do in order to support

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 organizational goals. We work backward from the desired future state in
order to determine what we need to do in order to get there.
 Priority-setting. Now that we know what we need to do, we need to set
priorities so we can achieve our goals. This can help ensure we get to the
most important tasks and projects, even as other demands on our time
arise.
 Self-awareness. The ability to consciously access our thoughts, desires,
and feelings can help us control our behaviors. This, in turn, can have a
direct impact on our performance, and how others perceive us.

 Emotional regulation. Being self-aware of our feelings is a prerequisite to

regulating them.
 Self-care. The only person who can truly be responsible for our care is
ourselves. Thriving as an individual starts with nurturing ourselves.
Many of us carry ingrained beliefs that serving others is our calling, or
self-sacrifice is noble, and thinking about ourselves is selfish.

Emotional Intelligence Is Important In Leadership

Emotional intelligence is defined as the ability to understand and manage your own
emotions, as well as recognize and influence the emotions of those around you.

The term was first coined in 1990 by researchers John Mayer and PeterSalovey,
but was later popularized by psychologist Daniel Goleman

Emotional intelligence is typically broken down into four core competencies:

1. Self-awareness
2. Self-management
3. Social awareness
4. Relationship management

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1. Self-Awareness

Self-awareness is at the core of everything. It describes your ability to not only

understand your strengths and weaknesses, but to recognize your emotions and the
effect they have on you and your team’s performance.

2. Self-Management

Self-management refers to the ability to manage your emotions, particularly in

stressful situations, and maintain a positive outlook despite setbacks. Leaders who
lack self-management tend to react and have a harder time keeping their impulses
in check.

3. Social Awareness

While it’s important to understand and manage your own emotions, you also need
to know how to read a room. Social awareness describes your ability to recognize
others’ emotions and the dynamics in play within your organization.

Leaders who excel in social awareness practice empathy. They strive to understand
their colleagues’ feelings and perspectives, which enables them to communicate
and collaborate more effectively with their peers.

4. Relationship Management

Relationship management refers to your ability to influence, coach, and mentor

others, and resolve conflict effectively.

Some prefer to avoid conflict, but it’s important to properly address issues as they
arise. Research shows that every unaddressed conflict can waste about eight hours
of company time in gossip and other unproductive activities, putting a drain on
resources and morale.

Creative leadership

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Creative leadership is a style of leadership based upon the concept of working
cooperatively to develop innovative ideas. Those who employ creative leadership
tend to do so by creating conditions which promote creativity.

Creative leadership is a management practice that involves using creative ideas to

solve complex problems and changing situations. Creative leaders often find new
ways to achieve their goals and improve the company for which they work while
also considering the impact of their work on employees, customers and the planet.

Often, creative leadership is useful in industries that change frequently and require
new products or trends to please customers, like the fields of technology or
fashion.

Companies need creative leadership

Companies and organizations need creative leadership when they work in changing
industries and fluctuating markets to help them make revenue and improve their
business.

Creative leadership can also be useful for raising employee morale and job
satisfaction, as innovative processes can often make employees' jobs easier or
more fulfilling.

Satisfied employees and creative leaders can then work more efficiently to solve
challenges in the workplace and keep their company or organization performing
well.

Another reason a workplace may need creative leadership is to keep up with the
wants and needs of customers, which often means creating varied focuses for the
company or organization, like increasing profit and creating sustainable products
rather than only doing one of those things.

This can help a business last longer in changing markets and allow leaders to
constantly shift their goals for more positive outcomes.

Influence on the creative potential of work groups & teams –To check

One of the most important roles that the leaders play within organization settings is
to create the climate for innovation.

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Organizational climate is a key factor in innovation implementation. Building up
an innovative culture in an organisation is one of the important tasks of
an innovative leadership.

At the same time, creative organizational climate is one of fundamental elements

that leads to success of innovation.

A leadership should have a quality and skills to manoeuvre the internal

environment of an organisation to create a favorable climate for innovation

The following aspects of organizational climate for innovation and their

interactions with leadership contributions

1. Trust and Openness

Trust and openness concern more about the emotional level. Trust can increase
resource-exchange and combination between business units, which contribute to
produce innovation.

Trust can be treated as a fundamental ingredient for the organisation to collaborate

with each other; consequently, the collaborative climate can nurture innovation.

With strong level of trust and openness, people in the organisation will feel safe so
that they can speak out their minds and raise some divergent points. They don’t
fear their ideas will be stolen.

If employee feels that the management and leadership always are there to criticize
new idea or comment, employee wound not take the risk to put forward their new
ideas.

2. Challenge and Involvement

Challenge and involvement means the degree that people are involved in daily
operations, long-term goal and visions, which can emotionally influence the
people’s enthusiasm for their work which can contribute to the success of the
organisation.

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Creative work involvement is important to employee to create achievements and
innovation. Involvement in a task can make people think that they are important,
they will have the sense of commitment and ownership, therefore, they will
delegate more to the task.

3. Support and Space for Ideas

Innovation is a time-consuming process. Idea time and space give the people
amount of time to think, plan, discuss or even test before having an action, which,
to a great extent, foster new ideas within the working period. In a supportive
climate, people can gain enough resources such as people, time, and money for
innovative ideas.

Supportiveness can significant enhance the creativity and contribute to the number
of patents.

4. Conflict and Debate

Conflict concern more about the relationships between people in an organisation,

and debate focused on issues and ideas.

Conflict can provoke people to think and find out creative or new viable solutions.
More creative ideas can be stimulated by encouraging debates or even criticisms.
Adequate conflict and debate can help company to create new capabilities by
gathering diverse ideas that reflect multiple opinions to generate new options
which could help company out of the old practices.

In a conflicting climate, people may be driven to strive finding the argument to

support his or her own position, therefore, they need to concern the all-around of
his or her opinion, or otherwise, they will lose their argument.

However, the conflict and debate only can be effective in an organisation with
open and collaborative climate; otherwise, the conflict and debate will generate
negative effect such as personal insult and attack.

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5. Risk Taking

Risk taking refers to the tolerance of uncertainty and unknown situation in an

organisation. Risking-taking is one of the important ways to creative performance,
because it can make good use of the opportunities for creativity-relevant resources
on experiments, without experimenting things, there will be no inventions.

6. Freedom

Freedom means allowing people to use their own consideration to evaluate and
respond to particular event and situation during the activities of product and
process developments.

The freedom in an organisation, concerns whether an organisation can allow its

people to decide the process to achieve the specific objectives.

Creativity is a result of people where they are free to decide what technique they
will use to reach the particular task. This will encourage a sense of motivation to
create an ownership of what has been created. .

MODULE 5 : STRESS MANAGEMENT

Stress is an automatic physical, mental and emotional response to a challenging
event. It's a normal part of everyone's life. When used positively, stress can lead to
growth, action and change. But negative, long-term stress can lessen your quality
of life.

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Stress management offers a range of strategies to help you better deal with stress
and difficulty (adversity) in your life. Managing stress can help you lead a more
balanced, healthier life.

Stress management approaches include:

 Learning skills such as problem-solving, prioritizing tasks and time

management.
 Enhancing your ability to cope with adversity. For example, you may learn
how to improve your emotional awareness and reactions, increase your sense
of control, find greater meaning and purpose in life, and cultivate gratitude
and optimism.
 Practicing relaxation techniques such as deep breathing, yoga, meditation, tai
chi, exercise and prayer.
 Improving your personal relationships.

Types of stress at work

Work-related stress is a growing problem around the world that affects not only the
health and wellbeing of employees, but also the productivity of organisations.

Work-related stress arises where work demands of various types and combinations
exceed the person’s capacity and capability to cope.

Work-related stress is the second most common compensated illness/injury in

Australia, after musculoskeletal disorders.

Work-related stress can be caused by various events.

According to the National Health and Safety Commission, work-related stress

accounts for the longest stretches of absenteeism.

Stressors can include:

 organisation culture
 bad management practices
 job content and demands
 physical work environment
 relationships at work
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  change management
 lack of support
 role conflict
 trauma.

Causes of work-related stress

Some of the factors that commonly cause work-related stress include:

 long hours
 heavy workload
 changes within the organisation
 tight deadlines
 changes to duties
 job insecurity
 lack of autonomy
 boring work
 Insufficient skills for the job
 over-supervision
 inadequate working environment
 lack of proper resources
 lack of equipment
 few promotional opportunities
 harassment
 discrimination
 poor relationships with colleagues or bosses
 crisis incidents, such as an armed hold-up or workplace death.

Work-related stress is a management issue

It is important for employers to recognise work-related stress as a significant health
and safety issue. A company can and should take steps to ensure that employees
are not subjected to unnecessary stress, including:

 Ensure a safe working environment.

 Make sure that everyone is properly trained for their job.
 De-stigmatise work-related stress by openly recognising it as a genuine
problem.
 Discuss issues and grievances with employees, and take appropriate action
when possible.

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  Devise a stress management policy in consultation with the employees.
 Encourage an environment where employees have more say over their
duties, promotional prospects and safety.
 Organise to have a human resources manager.
 Cut down on the need for overtime by reorganising duties or employing
extra staff.
 Take into account the personal lives of employees and recognise that the
demands of home will sometimes clash with the demands of work.
 Seek advice from health professionals, if necessary.

Consequences of Stress
The three important categories involved in consequences of stress,

(a) Consequences for the Individual,

(b) Consequences for the Family, and

(c) Consequences to Organisations.

A. Consequences for the Individual:An individual who is experiencing stress may

develop the following symptoms:

1. Physiological Symptoms:

In the initial stages, the major concern of stress was directed at physiological
symptoms. The reason was that this topic was researched by specialists in the
health and medical sciences. According to the researchers high degrees of stress
are typically accompanied by severe anxiety, frustration and depression.

Some of the physiological symptoms as given are as follows:

(a) Stress:

Irritability, insomnia, alcohol and food abuse. Physical changes including rapid
breathing, and heart beat, tensed muscles. Prolonged stress can cause muscular
twitches, skin problems, baldness and sexual problems such as impotence.

(b) Anxiety:

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Excessive worry, irritability, anger, nervousness as well as un-ability to
concentrate or sleep. Physical changes include palpitations, chest pain and
dizziness.

(c) Depression:

Feeling of sadness, hopelessness, guilt and worthlessness, loss of interest in

activities, change in appetite or weight, difficulty in concentrating and suicidal
thoughts.

2. Psychological Symptoms:

While considerable attention has been given to the relationship between stress and
physiological symptoms, especially within the medical community not as much
importance has been given to the impact of stress on mental health. But
psychological problems resulting from stress are very important in day to day job
performance.

The psychological impacts of stress may be:

(i) Stress can cause dissatisfaction. Job related stress can cause job-related
dissatisfaction. Job dissatisfaction “is the simplest and most psychological aspect
of stress.”

(ii) High levels of stress may be accompanied by anger, anxiety, depression,

nervousness, irritability, tension and boredom. One study found that stress had the
strongest impact on aggressive actions such as sabotage, interpersonal aggression,
hostility and complaints.

(iii) The psychological problems from stress may lead to poor job performance,
lowered self esteem, resentment of supervision, inability to concentrate, make
decisions and job dissatisfaction.

(iv) Research indicates that when people are placed in jobs that make multiple and
conflicting demands or in which there is a lack of clarity as to the individual’s
duties, authority and responsibilities, both stress and dissatisfaction are increased.

(v) The less control people have over the pace of their work, the greater the stress
and dissatisfaction.

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(vi) Some evidence suggests that jobs that provide a low level of variety,
significance, autonomy, feedback and identity, create stress and reduce satisfaction
and involvement in the job.

3. Behavioural Symptoms: Any behaviour which indicates that you are not acting
your usual self may be a sign of adverse reaction to stress.

Direct behaviour that may accompany high levels of stress includes:

(i) Undereating or overeating

(ii) Sleeplessness

(iii) Increased smoking and drinking

(iv) Drug abuse

(v) Nodding off during meetings or social gatherings

(vi) Losing your sense of humour

(vii) Moving in a tense and jerky way

(viii) Reacting nervously or irritably to everyday sounds

(ix) Absenteeism and turnover

(x) Reduction in productivity

Consistently acting arid feeling out of character is a serious warning that we are
losing our ability to cope with tension.Like the psychological problems resulting
from stress, the behavioural problems are often not attributed to stress by co-
workers or supervisors and generate little sympathy.

B. Consequences for the Family:

Distress which is handled by individuals in dysfunctional ways such as resorting to

drinking or withdrawal behaviours, will have an adverse effect on their family life.
The effects of this will be spouse abuse, child abuse, alienation from family
members and even divorce.

The stressors which generally affect the family life are:

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(i) In the dual career families where both the spouses are pursuing careers, a lot of
personal commitments, varied in nature, are demanded from them (both to their
jobs and families). The stresses experienced by the couples stem from role
overload, since both partners have to manage their careers as well as help the
family.

(ii) Additional stresses are experienced while handling the personal, social and
cultural dilemmas of balancing work and family, discharging parenting
responsibilities, handling competition at the work place and within the family and
being an involved member of the extended family.

C. Consequences for the Organisations: The effect of employees stress on

organisations is many and varied. These include:

(i) Low performance and productivity.

(ii) High rate of absenteeism and turnover.

(iii) Loss of customers due to poor attitudes of workers.

(iv) Increased alienation of the worker from the job.

(v) Destructive and aggressive behaviours resulting in strikes and sabotage.

The stresses experienced by employees who take on critical roles and are
responsible for public safety can sometimes be detrimental to the well being of the
constituents served.

Therefore, the costs of employees stress to the organisation in terms of lost profits,
declining assets, bad image projection, poor reputation and loss of future business
are enormous.

Problems relating to stress in corporate

management- Indian perspective
One of the most serious problems organizations are facing today is stress.
Stress is now an indispensable part of our lives.

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There are many reasons behind increasing stress levels at workplace Which
includes rising targets, strict deadlines, stiff competition, hectic working hours,
turbulent work environment, increasing ambitions and conflict among staff,
misleading organizational policies, and lack of proper communication in the
organization.
 Stress leads to reduced productivity:-Every organization is working on
methods to cope up with this situation because stress negatively affects
the mental and physical health of employees and causes reduced
productivity.

 Stress leads to increased absenteeism:-It resulting into more mistakes

which further causes friction and conflict in the organization. All this
may prove very risky for the reputation of the organization.

 Job pressure leads to stress:- Reasons For Poor Mental Health In

Corporate India Experts believe that high-stress levels because of job
pressure make people vulnerable, and they struggle to maintain a healthy
work-life balance.
 Family and financial challenges are the primary reasons
behind poor mental health in the Indian corporate world.
They believe that sometimes managers and bosses are not
very receptive to their subordinates' psychological problems
and the employees are not able to share their problems
because of the prevailing stigma around mental health.
Moreover, companies also lack in providing mental health
facilities to their employees.

 Stress Leads to Employee Burnout :- Burnout also increases absenteeism,

presenteeism, and at its worst— lends itself to more turnover.
 When stress turns into burnout, not only are employees less
engaged and productive, they’re also less satisfied with their
jobs.
 One of the leading reasons employees choose to quit their
jobs is burnout from chronic stress. Burnout also puts
employees at higher risk of developing clinical depression,
profoundly impacting one’s job and quality of life.

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 Anxiety, Depression:- Work-related stress can be a vicious cycle. Stress
often leads to more significant mental health concerns that impact team
members’ productivity levels.
In addition, stress lends itself to increased rates of anxiety and
depression, which can affect employees’ job performance and
personal lives.
When employees experience anxiety and depression, they find it more
difficult to function normally and require extra effort to be productive
at work.

 Workplace Stress Means More Conflict, Less Collaboration :-One

employee’s stress can impact how well the whole team collaborates: a
phenomenon most HR departments know all too well.

o Collaboration becomes more challenging when employees are

stressed— leading to ineffective communication that can
cause workplace conflict.

o Every member of an organization has an emotional threshold when it

comes to stress. If an employee’s stress levels are low, their capacity
to navigate difficult conversations is greater. Conversely, when stress
consumes an employee’s emotional capacity, they have limited
“emotional bandwidth” to dedicate to thoughtful communication.
 In addition, stress negatively impacts work productivity, company culture,
and an organization’s ability to meet its business goals. Job stress makes
employees more prone to error, poor work performance, mental health
issues, burnout, and conflict in the workplace.

STRESS MANAGEMENT

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Stress management:-Stress management is need of the hour for Indian
organizations. Organizations employ various methods to manage stress among
their employees. Such methods include providing:

o Healthy and hygienic work environment.

o Fair compensation.
o Flexible work schedules.
o Proper feedback mechanism.
o Insurance options.
o Proper leaves and holiday options.
o Training and job security so that employees feel motivated to work.

Some organizations even employ counselors to deal with stress related

problems of employees. Activities like picnics, outdoor sports, stress
management seminars and lectures are also undertaken by organizations to
reduce stress levels among their staff.
Increasing competition in the global market has compelled Indian organizations
to deal with stress management issues on a priority basis. Organizations are
spending good amounts on stress management techniques because it is essential
for their long-run survival and growth .
Techniques to manage stress and reduce the overall stress of day-to-day
activities:

1. Use guided meditation.

Guided meditation is a great way to distract yourself from the stress of day-to-day
life. There are many guided meditations available online that can help you find five
minutes of centered relaxation.

2. Practice deep breathing.

Deep breathing is a great way to reduce the activation of your sympathetic nervous
system, which controls the body's response of fight or flight to a perceived threat.
Deep breaths taken in for a count of five seconds, held for two seconds and
released for a count of five seconds, can help activate your parasympathetic
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nervous system to rest and digest, which helps reduce the overall stress and anxiety
you may be experiencing.

3. Maintain physical exercise and good nutrition.

Physical exercise and nutrition are two important components in how you respond
to stress. When your body is healthy, your mind can be healthy and vice versa.
Physical exercise is proven to be a great stress reliever and also helps to improve
your overall quality of life. Nutrition is important because stress can deplete certain
vitamins, such as A, B complex, C and E. Maintaining proper nutrition not only
helps your body feel better, but your mind as well, which allows you to better
combat stress.

4. Manage social media time.

Spending time on social media sites can become stressful, not only by what you
might see on them, but also because the time might best be spent enjoying visiting
with friends, being outside enjoying the weather or reading a great book. In
addition, many people use social media at night, which may worsen sleep due to
increased stress at the exact time people are trying to wind down for the evening,
resulting in fewer overall hours of quality sleep.

5. Connect with others.

Humans are social beings. You need to have connections with people to feel
supported. Finding a sense of community, whether at work, with a religious
organization or through shared activities, such as organized sports, is important to
your well-being. Enjoying a shared activity allows you to find support and foster
relationships that can be supportive in difficult times.

Meditation
Meditation is a practice in which an individual uses a technique – such as
mindfulness, or focuses the mind on a particular object, thought, or activity –

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 to train attention and awareness, and achieve a mentally clear and
emotionally calm and stable state.
Most calming meditation practices involve focusing on a particular object — your
breath, a mantra, a visualization, a physical object, even physical sensations within
your body — and returning to that object whenever you get distracted or notice
your mind starting to wander..

The specific techniques listed below that we build stability of mind over time.
 Focused attention. This form of meditation is fairly straightforward because it
uses the object of our breath to focus attention, to anchor the mind and maintain
awareness..
 Body scan. This technique is designed to sync body and mind by performing a
mental scan, from the top of the head to the end of your toes
 Noting:- We “note” the thought or feeling to restore awareness, create a bit of
space, as a way of letting go, and to learn more about our thought patterns,
tendencies, and conditioning.
 Visualization. This type of meditation invites you to picture something or
someone in your mind.By conjuring a specific visualization, we not only get to
observe the mind, but we also get to focus on any physical sensations.
 Loving kindness. We direct positive energy and goodwill first to ourselves, and
then, as a ripple effect, to others, which helps us let go of unhappy feelings we may
be experiencing.
 Skillful compassion. . By opening our hearts and minds for the benefit of
other people, we have the opportunity to foster a feeling of happinessin our
own mind.
 Resting awareness. Rather than focusing on the breath or a visualization,
this technique involves letting the mind truly rest; thoughts may enter, but
instead of distracting you and pulling you away from the present moment,
they simply drift away.
 Reflection. This technique invites you to ask yourself a question: perhaps
something such as, “What are you most grateful for?” .Be aware of the
feelings, not the thoughts, that arise when you focus on the question.

Benefits of Meditation
#1: Improved cardiac health

#2: Greater coherence within the brain

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#3: Improved sleep

#4: Improved attention and focus

#5: Reduced menstrual disorders

#6 :Other benefits -Similar improvements were seen for those with poor resistance
to colds and flu, those who had suffered from headaches, asthma, fibromyalgia,
gastrointestinal disorder, diabetes, hypertension, heart disease and a range of other
chronic ailments.

Mental health & Its Importance in management

Mental health in the workplace should be taken just as seriously as physical health.
Employees are truly your most important asset. It’s crucial that organizations take
steps to help limit stress, burnout, and other mental health issues.

It’s Important to Address Mental Health

Supporting workplace mental health shouldn’t be regarded as ‘optional’ any

longer…but a real occupational necessity. Mental health and worker performance
go hand-in-hand. As two parts of the same equation, it’s what can make an
employee flourish. On the other hand, the adverse effect can happen without
proper mental health support or development.

Emotional distress in the workplace is problematic for a number of reasons. Poor

mental health at work can result in:

o Disengaged employees
o Poor communication
o High turnover
o Safety liabilities
o Poor job performance
o Low productivity
o Poor decision making
o Decreased profits

Benefits of Good Mental Health at Work

Improved Productivity
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When people are physically fit, they tend to be healthier and more productive. The
same is true regarding mental health. Improving the mental health of your workers
can improve decision-making, thinking, confidence, and working relationships.
Also, employees will feel that management is dedicated to their ongoing success
on-the-job and in life.

Reduces Costs and Risks

Supporting mental health is also a wise business decision. Investing in the mental
health work programs can have a cost savings effect by reducing absenteeism,
presenteeism, disability claims, and lost productivity. It also contributes to helping
you meet workplace health and safety guidelines to reduce legal exposure.

How to Improve Mental Health in the Workplace

Offering resources is a key aspect of promoting mental health for employees who
need support. Also, making clinical services and screening accessible is important
for employees experiencing stress or burnout.

The following are a few other strategies employers can use to promote mental
well-being at work:

 Engagement/Communication:-Engagement and open communication with

your employees can definitely have a positive effect on their mental well-
being. Team leaders, managers, and supervisors should make continued
efforts to improve engagement levels in order to form a relationship where
workers feel
 Training:-Mental health is a complex subject. Both managers and
employees can benefit from additional training about mental wellness. It’s
important that leaders know how to identify mental health problems and
how to address concerns with employees. Businesses can also host seminars
on stress management and supervisor training on spotting warning signs of
work stress and burnout.
 Empowerment:- Studies by the Mayo Clinic indicate that a perceived lack
of control in the workplace can lead to stress and job burnout. By giving
workers more control over their schedules, employers help provide a sense

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 of empowerment and enable them to take on job responsibilities more
effectively.
 Employee Assistance Program (EAP):- An Employee Assistance Program
assists employees with personal or work-related problems that may be
hurting their job performance or well-being. An EAP is provided to
employees at no cost and can assist with issues like relationship challenges,
traumatic events, legal problems, wellness matters, and a broad range of
other issues.
 Create a Relaxation Space:- Dedicated quiet spaces give employees the
opportunity to unwind, relax, and decompress. It’s up to leaders and
managers to establish a work culture that makes it acceptable to take breaks,
use these spaces, and feel good about taking appropriate ‘me time’ during
the day.
Summary:-Since the beginning of the COVID-19 pandemic, work stress
and mental health issues have risen dramatically. Citing multiple sources, we
have found how mental health can affect youremployees, your operation,
and your bottomline. With understanding, training, and support, your
company can strengthen the mental health of your workforce and help
unlock their full potential. And your operation will run more efficiently as
well.

Brainstorming & Its significance

Brainstorming is a group problem-solving method that involves the spontaneous
contribution of creative ideas and solutions.

This technique requires intensive, freewheeling discussion in which every member

of the group is encouraged to think aloud and suggest as many ideas as possible
based on their diverse knowledge.

The primary purpose of a brainstorming session is to generate and document many

ideas, no matter how “out there” they might seem. Through this lateral thinking
process, inventive ideas are suggested, which sparks creative solutions.

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 By encouraging everyone to think more freely and not be afraid to share their
ideas, teams can build on each other’s thoughts to find the best possible solution to
a problem.

Brainstorming usually takes place in a group setting where people get together to
creatively solve problems and come up with ideas. However, it’s also useful for
individuals who need to explore novel solutions to a problem. Sitting down by
yourself and writing down solutions to potential problems is a great way to
brainstorm individually. Focusing your mind on a defined problem allows you to
think of many creative ways to get to an answer.

While brainstorming normally allows for free-form methods of thinking and

doesn’t require many rules, the best results usually stem from controlled sessions.
Posing questions and role-playing different scenarios during the brainstorming
session is a smart way to pull out unusual ideas and never-before-thought-of
solutions.

Significance

 Encourages creativity:-Brainstorming sessions are meant to be free of

judgment. Everyone involved is meant to feel safe and confident enough to
speak their minds. There will be some good and some bad ideas, but this
doesn’t matter as long as the final outcome is one that can solve the
problem. This kind of free-thinking environment, along with a few essential
brainstorming rules, encourage creativity in the workplace.

 Fosters collaboration and team building:-Brainstorming is not only good for

problem-solving. It also allows employees and team members to understand
how the people around them think. It helps the team get to know each
other’s strengths and weaknesses and helps build a more inclusive and close-
knit workforce.
 Generates innovative, revolutionary ideas:- Brainstorming is the perfect mix
between a free-thinking, creative environment and one that is governed by
rules. Being faced with a defined problem or asking questions like “What do
we do in X scenario?” forces everyone in the room to come up with ideas

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 and solutions. No two people think alike. So, combining the good parts of
everyone’s answers will result in holistic and revolutionary solutions.

 Establishes different perspectives:- One of the major benefits of

brainstorming is that it allows and encourages all members of the session to
freely propose ideas. This type of environment fosters courage in people
who may not usually offer their perspective on a problem. Garnering a range
of different perspectives can lead to a never-before-thought-of solution.
 Introduces many ideas quickly:-The beauty of brainstorming is that it
encourages teams to come up with many ideas in a relatively short period of
time. Ideas are thrown around, and every train of thought is documented.
Different perspectives give different answers, and sifting through a few good
answers in quick succession may lead to the perfect solution in no time .

Brain stilling & Its significance

Brain stilling is allowing unconscious mind to work on the problem. The

unconscious mind provides intuitive solutions.
Brain stilling is also used to understand the others' viewpoint with full
concentration on the description provided.
Ability to suspend judgment till the other person presents his view
completely is important. Top managers need to cultivate the ability to
combine intelligences of many people.
Spirituality scholars with focus on management even talk of utilizing the
universal intelligence in decision making.

Yoga & its significance

 The importance of yoga lies mainly in the several different ways it
benefits our health. Yoga not only improves our body posture and
tone, but it also helps resolve joint problems, relaxes our sympathetic
nervous system, reduces stress and brings a sense of calm.

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  Yoga helps you ward off illness by improving your immunity,
organ functioning and sleep cycle. The importance of pranayama
should also be noted as it greatly improves lung functioning, and is
especially recommended during this pandemic to people who are
experiencing post-covid effects on their health.

 The importance of yoga lies mainly in the several different ways it

benefits our health. Yoga not only improves our body posture and
tone, but it also helps resolve joint problems, relaxes our sympathetic
nervous system, reduces stress and brings a sense of calm.

Benefits of Yoga

There are countless benefits that yoga can bring to your life. Here are a few
such advantages:
 Improved blood circulation and cardiovascular health:
Yoga enhances your cardiovascular performance, blood circulation and
oxygenation. This reduces blood pressure and easers the strain on your body,
along with lower blood pressure. This improves your heart endurance, organ
functioning and gives you glowing skin.
 Improved muscle tone and posture:
Yoga is a great workout, and you gain strength, balance and muscle tone. Your
posture and flexibility also improve and your core becomes stronger.
 Improved mental state:
Yoga reduces stress drastically, thereby helping with anxiety and depression. It
boosts your mood and motivation levels as well.
 Improved cognitive functioning:
The importance of yoga for students can be seen in the form of sharper focus
and memory that yoga and pranayama help in developing. With more oxygen
going to your brain, your cognitive skills are enhanced.
 Improved lung functioning and respiration:
Correct breathing techniques during yogasana helps enhance your lung
functioning and lowers your rate of respiration.
 Stimulates your organs:

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 Yoga stimulates different systems in your body, and keeps them well-
maintained. It especially impacts your gastrointestinal health, regulates
digestion and increases metabolism.
 Better immunity:
Regularly practicing yoga helps your immune system, raises energy levels and
vitality so you become more resilient against diseases and exertion.
 Regulates sleep:
By reducing the strain on your body and mind, yoga improves your quality of
sleep.

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