Khalifa Calva
It is recognized that the institutional happiness industry needs many steps and transformations within the institutions themselves, as institutional happiness is affected by several things that are summarized in the functional conflict, pressures of work, job satisfaction and belonging to the institution, and in order to succeed in controlling those effects and its indicators, the five -dimensional model for the happy work environment must be adopted according to what the Great Plosk Institute developed and represented by In credibility, respect, pride, fellowship and justice relationships.
Therefore, the institutions need to adopt soft leadership to achieve these dimensions; And then success in making the institutional happiness of its employees, which will be reflected primarily on the outputs of the institution and increasing its productivity and profits, the concept of soft leadership revolves around the ability to influence and attract individuals in a way that serves the interests of the institution using material and moral resources away from strength and force, it needs to focus on precious human resources and manage the feelings of subordinates successfully by adopting persuasion, motivation and appreciation skills And negotiation.
The question that arises when we address this issue is why soft leadership? What are its skills and practices?
We need soft leadership for many reasons, including alleviating conflicts and institutional conflicts, and understanding the members of the work teams, which helps to properly power tasks according to its capabilities and then ensure the best achievement, and success in developing the competitive capabilities of employees to achieve the goals and goals of the institution.
Soft leadership consists of several elements represented in the leadership personality, contribution and courageous participation, communication and tolerance with the commitment to achieve goals and persistence in the situation in an atmosphere that prevails in the appreciation and weight of the importance of individuals.
All of these elements will only be achieved by having several skills among the leaders of institutions that are limited to listening.
And negotiation and the ability to resolve conflict and decision -making while possessing the ingredients for critical thinking, time management, cooperation, and the skill of building work teams and smart leadership for them.
While many wonder about the most important practices of the soft leadership in the institution, which will raise the performance indicators in it, as we stand to recover some of them, namely: • Reduce the intensity of tension, and your employees do not feel that you are watching them. Privacy and enjoyment of work. • Enjoy emotional intelligence, it would maximize the outcome of our positive interaction with others and with events in a way that achieves the greatest happiness. Real information. • Make sure to be guided and monitor the progress and satisfaction of each employee on a regular basis, not when things get worse or during the annual review period.
Hence, we need to adopt the reward authority based on providing something valuable to employees in exchange for their good performance, in addition to the reference authority, as the leader who owns this authority will ensure that the employees will unite with him and with the ideas he adopts and defends them and believe that the leader is a good example, and this is what we aspire to in order to adopt the soft leadership to improve the performance of any institution in order to ensure the quality of job life.
