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Hope is successful sense of planning to meet one’s goal, it is positive motivational state. (Synder, Irving, & Anderson)
Positive emotions are basis of positive impact on our goals and our direction for achieving those goals. Hope creates eager and drive to achieve success. Even in dark shaded times hope is like a light that gives a sense to find answers and step towards a direction. It is said hopeful employees tend to create a dialogue towards independency and grow thinking process among team. They are prone to develop creative and critical thinking to cope up with strategical issues and at time develop directions never worked on inclined to. In organizational culture hopeful employees tend to bring information while looking at problems and opportunities from different perspectives and directions. Thus hopeful employees are one major factor of creativeness. It can be also said hopeful employees are happy employees who indulge their minds to think out of box that lead to creative more minds to work along. (Rego, Machado, Leal, & Cunha, 2009)
There can be many factors that affect hope, its consistency and level in an individual.
The findings showed that the composite hope measure predicts all creativity dimensions, and the way power dimension predicts the ideas championing dimension. They also showed that happiness predicts creativity, and that the composite hope measure also predicts creativity via the mediating role of happiness. (Rego, Machado, Leal, & Cunha, 2009) An employee with high willpower may feel difficulties in achieving high creative performance if he has not the way power necessary to find the creative routes that lead to creative ideas. And an employee with highway power is potentially less creative if he lacks the will to persist in pursuing solutions for problems and opportunities despite obstacles and drawbacks.
An employee with high willpower may feel difficulties in achieving high creative performance if he has not the way power necessary to find the creative routes that lead to creative ideas. And an employee with high way power is potentially less creative if he lack the will to persist in pursuing solutions for problems and opportunities in spite of obstacles and drawbacks.
In 2006, Ceriff and Winston discussed hope with future perspective study on Patterson’s and Winston’s model of servant leadership. (Cerff & Winston, 2006) They took research that show positive link between leadership to hope and motivation, hope and self-efficacy. It has been discussed how servant leadership plays positive and maximum impact on followers; strengthening believe, skills. In model of Winston, hope plays important dynamic and generating success in servant leadership role. (Cerff & Winston, 2006)
The vocabulary of servant leadership characteristics defined by Greenleaf and many writers, hope grows among organization impacting overall performance. Optimism, good communication, trust among team is integral part of strong mission statements and decision making. Leadership plays role in growth of hope, faith, ambitiousness, commitment, motivation and trust. Ceriff’s research gives pointers for hope theory providing directions in future research.
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