Organizational Leadership in the Workplace: A Comprehensive Review

This literature review critically analyzes the concept of organizational leadership and its importance in the workplace, drawing upon various journal articles and studies. It examines the role of leadership in enhancing business efficiency and reducing uncertainty, the impact of leadership change on employee performance, and the significance of women in leadership positions. The review discusses theories such as the glass cliff and savior effect, and explores the relationship between transformational leadership and organizational performance. The analysis incorporates both qualitative and quantitative research methods, highlighting the importance of leadership skills in decision-making, team adaptation, and employee support. Despite some limitations in data presentation, the review provides valuable insights into the key factors associated with organizational leadership and its potential to improve workplace dynamics and outcomes. Desklib offers a platform to explore more such solved assignments and study tools for students.

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Organizational leadership
Organizational leadership is defined as a field of work which involves setting goals for
both consumers and group of individuals. It may involve many things like working on
large projects with businesses and small projects. Organization leadership requires the
three key factors such as ethics, vision and communication and it may involve
confronting ethically questionable conditions. The aim of the report is to critically
analysis the concept of leadership and their importance in the workplace. A literature
review will be conducted that collect the views of other experts and research gap in
recent studies. There are main four journal articles will be discussed in the section of a
literature review that completely based on the organizational leadership and their
importance in an organization.
According to Kalmanovich-Cohen, Pearsall, and Christian, (2018) leadership is one of
the best key factors which have the potential to enhance the efficiency of business and
reduce uncertainty in the workplace. The main objective of this journal paper is to
analyse the role of leadership in an organization and the impact of leadership change on
the performance of employees. The theories of leadership and commitment studied that
a change in the leadership skill can help the team to reduce commitment and avoid the
further escalation. In this paper, researcher tested and identified that leadership change
can reduce the issue of escalation by increasing leader-driven team and refocusing the
leader's team on error correction rather than extra investment. The author also
discusses the importance of leadership styles for increasing team adaptation and
preventing leaders from escalation.
It is observed that many companies are developing this approach in their businesses
because it enhances the decision-making process, reduces the complexity and expends
the performance of work processes. With the help of leadership skill, companies can
change their plans and processes without taking more time and they can easily hand the
challenges faced by employees in the work place. The researcher also analysed the team
adaptation is one of the importance of key element in the dynamic situations and many
employees are facing the issue of escalation in their works. According to Hanna
Kalmanovich-Cohen if any company develop the leadership skill in their business they
can easily change their plans and activities in very less time. The author also argues that

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the new employee joining a group should be inspired to design and implement an
accepting of the employee’s condition.
However, the investigator also focuses on the effect of the change of leadership in
leader-driven and escalation behaviour. In this journal, article researcher describes the
views of other experts and evaluated the theory of leadership that help readers to
understand the significance of this approach. Leadership is an important key factor that
has the capability to identify the success or failure of a team and the main aim of this
skill is to ensure that the leader’s team follows all critical roles and steps during
working on a project. The author also identified that leadership helps companies to
design and implement decision making process, supports employees, improve the
effectiveness of teamwork and also provision the coordination of collective actions. It is
observed that leadership skill will enhance team members to handle their escalation of
commitment with the help of leader-directed plan and it also focus one error reduction
over continued investment. The vigorous approach of leadership style suggests that a
key job of the leadership is defined as a conditional assessment and intervention
towards the work place. Researcher faced the issue of data collection and avoiding the
drawbacks of previous research in the field of leadership. In which they use the
qualitative and secondary research mythologies during their investigation.
The qualitative research provided the theoretical information about leadership topic
and secondary method provide a platform to enhance the effectiveness of the research.
The related information collected from different resources, for example, journal paper,
peer-reviewed articles, online and offline books and websites. It is founded that the
change in the leadership style can halt the sequence of growth by expanding the leader-
driven and also improves the decision making which can help for reducing the issue of
escalation. With the help of this paper, readers can easily understand the significance of
leadership skill and identify key factors associated with the leadership in an
organization. The main disadvantage of this journal paper is that author did not use any
data or graphs that create uncertainty in the investigation but in future, they can adopt
a mixed research method with will improve the effectiveness of the research.
According to Cook, and Glass, (2014) women play a significant role in top leadership
positions and they have the ability to handle the more complex situation in the work

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place. A recent study indicates that the rate of women in the field of leadership is
increasing rapidly and many companies have women leaders rather than men. The main
objective of this research paper is to discuss the importance of women in the
organizational leadership and impact of leadership change in the organization. This
study also analysed the research gap in the previous investigation by testing and
explaining main three institutional theories such as saviour effect, decision maker and
glass cliff. To test such theories the author collected relevant data from CEOs of fortune
500 companies and a survey will be conducted that collect the views of other experts on
leadership.
According to the researcher, diversity among decision making process does not affect
the performance of an organization and it improves women’s skills which can be
promoted to a higher position. Recent study discussed that ladies remain under-
represented in a higher position in the America corporations and a glass ceiling involves
which poses an invisible barrier to the top position. The glass ceiling is one of the best
approaches to identify mechanisms like discrimination, lack of quality, and
informational networks. Researcher evaluated that the rate of women in a company has
increased by 16% in the last two years and over 5% of the biggest business industries
are headed by the women CEOs. It is also identified that women leaders have the
potential to invest more time and energy rather than men which help in the work place
to enhance their performance.
Other investigation found that women leader cab easily adopt the habit of speech and
interaction which allow them to identify the key issues faced by employees in an
organization. In this paper author analysis, the role of women leader in an organization
and they included the views of many CEOs to enhance the effectiveness of their
research. The current analysis identified the key element that affects the promotion of
women for higher position such as the effect of firm performance, post-appointment,
tenure in a higher leadership position and board diversity. A Glass cliff is defined as the
metaphor which is used to define a process where females are extra likely as compared
to the men for the position of leadership.
There are many researchers which provided their views on this topic and they observed
that organization which hired women to their boards were more likely towards their

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work and they have more knowledge as compare to the men leaders. Based on the
recent investigation researcher discuss a range of the previous journal and study to
achieve the goal of this research and it also helps readers to understand the importance
of women leader in the organization. Moreover, the writer also discussed that gendered
perceptions of better leadership skill completely depended on the contextual elements
that involve health, experience, behaviour, stability and many more. The glass cliff
approach also focuses on the process which enhances the women likelihood and impact
of women on the performance of businesses. The saviour impact observed that females
will be decided fewer chance to show their leadership as compare to the men. However,
women CEOs can easily identify the key factors which reduce the productivity and
efficiency of their products.
There are main three issues identified that faced by the women leaders such as if the
glass cliffs are correct then women can face the high-risk position problem, because
ladies are extra likely as compare to men then they can agonize from symbolic rank and
their management can increase the negative evaluation, and there are several pieces of
evidence of implicit bias against ladies leaders. Mainly, women leaders are more
experienced rather than men but they are not able to control and monitor the large
business industry which is one of the key issues identified by Alison Cook. Moreover,
the author also evaluated institutional mechanism which reduces the tendencies and
enhances the mobility of women's. Gender diversity is a very common issue faced by
every company which reduce the significance of gender bias and promotion. Generally,
the integration of women in the field of decision-making process decreases the effect of
men to women evaluation bias. Further investigation suggests that gender diversity
related to the manager and decision making can increase women tenure in the
leadership skill.
The author identified that the problem of gender integration can decrease the likelihood
which women leader will see as token and it has the capability to enhance the chance of
women being hired to the top position and their tenancies post-appointment. In which
the related information or data collected from a dataset of all women CEOs transitions
and CEOs of fortune 500 companies over the last 15 years. The name of CEOs, their
gender, data, year of appointment, and a position was obtained from a few online
websites, for example, nndb.com, businessweek.com, and referenceforbusiness.com,

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and investing.businessweek.com. The rate of women in a company was collected from
the EEOC website and a survey conducted by the author to gather the opinions of other
participants and experts. The dataset of the last five years indicates that more than 28
CEOs of the companies are women and there are around 26 transitions where women
CEO followed a male.
There are few companies that have men CEOs but they are followed by some women
because of their knowledge and experience. In this journal paper, the author uses both
qualitative and quantitative research methods where qualitative approach provides the
theoretical information about leadership and quantitative process provides the
statistics and data related to the research topic. The related information gathered from
different resources such as previous investigation, research articles, online and offline
books, different websites. A content analysis technique is used by the author to analysis
the views of another investigator. The main drawback of this research paper is that the
author did not provide the importance of leadership skill in the organization and they
discussed only positive impacts of women in the workplace.
The researcher found that women leaders play a significant role in the enhancement of
productivity and performance of an organization. This paper identified main three
propositions, for example, women leaders are more likely as compared to the men
leaders, women CEOs have a smaller tenancy and can be swapped by the men if
presentation does not increase and women leaders can represent on the board of
directors. Therefore, in future, the researcher can adopt the primary research
methodology which will help to gain the effective conclusion of the investigation.
According to Carter, et al., (2013) the transformational leadership play a significant role
in the organization to control and monitor the employee’s performance. The researcher
determined the relationship between transformational leadership and organization
performance. The main purpose of this research paper is to analyse the concept of
transformational leadership and how this approach helps companies to enhance
employee’s performance. A survey is conducted by the author to enhance the
effectiveness of the research that collects the views of 251 employees and 78 managers
in the field of leadership style.

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Researcher evaluated that alteration occurrence watered-down the optimistic
connotation of connection excellence with the concert and OCB. Organizational change
is one of the best approaches which provide a platform to control and manage the
performance of employees in the work place. This journal paper argued that continuous
change in the workplace help to modify employees and workers and also help to make
relations with their manager. There are many employees that face the difficulties and
tensions to maintaining prior levels which can be managed with the help of
organizational change. To reduce the tensions and issues faced by the employees in the
organization manager must adopt and implement the appropriate leadership style.
A recent study identified that best leadership style can enhance the performance of
employees and increases the overall productivity of their business. There are many
leadership styles but transformational leadership is one of the best approaches which
can manage the complexity and uncertainty in the company. According to researcher
transformational leadership has the potential to recognize the requirements for
alteration and share a compelling vision with workers and guide them with the help of
motivation, inspiration and adaptations. Such kind of leadership style can be used for
both western and non-western corporations and it is related to the employee’s
performance. There are many studies conducted by the author which describe how
transformational leadership help to increase the job performance in change context.
This study aim is to investigate and explain how transformational leadership skill
influences employees performance and efficiency in the workplace. Companies required
the organizational change process to achieve the goal of their business. Recent
investigation suggests that change in leadership associated with explicit worker
reactions which principal to alteration consequence. The researcher proposes that such
kind of approach acts as a change antecedent that provides a way for the development
of the best relation between leader and employees.
It also plays an important role to change the behaviour of employees and develop the
extra role organization citizenship behaviour. With the help of high level relationship
manager can easily handle the complexity and performance related issues faced by
employees. According to the ACHILLES, the best relationship between the employees
and managers represents the social exchange in which the main two groups

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communicate on the basis of shared obligations and trust. All these features allow
employees to identify the key factors which create uncertainty in their work and reduce
their performance. It is observed that task performance is defined as a logical change in
the organization and it shows how workers or employees have mastered new work
routines and procedures.
Consumers with larger OCB should be more eager to face the unavoidable
embarrassments and disturbances supplementary alteration. The other objective of this
research is to identify the impacts of change context on the performance of the
companies. In continuous enhancement, in the changing context, the adaptation
technique is more iterative in nature which consists of a small-scale change. Researcher
involves main four ways to understand the concept of transformational leadership.
First, the author provides an empirical examination of techniques which describe how
such leadership style increase change outcomes. Second, this paper also focuses on the
transformational leadership and change at low hierarchical values. Third, in the field of
organizational change investigator identify the key elements which impact on the
relational quality and performance. To increase the effectiveness of this paper, the
researcher uses independently assessed performance criteria which help to understand
the importance of the transformational leadership. It is argued that transformational
leaders transmit to consumers to control and monitor their performance and encourage
employees to think critically about change initiatives and improve their confidence for
dealing with an adaptation.
Investigator also analysed that such kind of leadership style devote more time for
guidance and help to make a relationship with their managers which involves
obligation, trust and interpersonal support. The main key issue of this study is that
transformational leadership require more time to control and monitor the employee’s
performance and it can affect the productivity of the company. In which the researcher
uses a mixed research method which involves both qualitative and quantitative
research method. The quantitative approach provides the data and statics about the
research topic and qualitative process provide information about leadership. With the
help of this methodology, the researcher increased the effectiveness of the investigation
and a survey is conducted by the author to gather the data about organizational change.

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Data collection, analysis of data and avoid research gap all these are major key issues
faced by the researchers during research. The author conducted a CFA on the task
performance to evaluate the concept of transformational leadership and found that
employees can expand their performance by using transformational leadership skill.
The main difference between Carter, et al., (2013) and Kalmanovich-Cohen, Pearsall,
and Christian, (2018) is that Carter, et al., (2013) provided only theoretical information
about organizational leadership but Kalmanovich-Cohen, Pearsall, and Christian, (2018)
provided both data and information about research topic which reduce uncertainty.
Wang, et al., (2013) provided their views on the topic of organizational leadership and
investigated how authoritarian and benevolent leadership theories communicate with
the leader to increase employee’s performance. In this paper, the author explains
congruity theory to understand the concept of leadership skill in the organization. The
goal of this journal article is to identify the importance of gender leaders in leadership
style and subordinate performance. The results of this paper suggest that the negative
relation between the employee’s performance and authoritarian leadership is very
strong for women leaders rather than men leaders. According to the author, men are
expected to provide the agentic characteristics which involve control, assertion and
striving for achievement but women are expected to demonstrate communal
characteristics which include sympathy and individualization concern.
In this modern era, the rate of women leaders are more likely as compared to the men
leaders and many biggest companies have women CEOs that increase the subordinate
performance. It is observed that both authoritarian and benevolent leadership are
defined as predominate leadership theory in the Chinese culture. Authoritarian
leadership is defined as a process which helps to design the strong authority and
manage over subordinates. Leaders which are highly strict apply discipline when
overseeing assistants’ work on projects; they insist on devotion to high values and
reprimand assistants for poor presentation. Benevolent leadership includes adapted
and all-inclusive anxiety for assistants’ individual and familial well-being. Investigator
argued that in the field of men leaders, authoritarian leadership behaviours are
congruent with prospects of their agentic role.

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It is observed that men leader’s authoritarian leadership is very low likely to be
attributed to their employees because their leadership can be attributed to their gender
roles. As compared with the condition of authoritarian women leaders are more likely
towards their works and they reduce their trust in their employees which impacts on
the performance of employees. The researcher also evaluated that the negative impacts
of authoritarian leaders on employee’s performance are stronger for women leaders as
compare to the men leaders. There are many other researchers they provided their
views on this topic and they analysed that there are many companies that have women
leaders but they are not able to identify the key factors which impact on the
subordinate’s performance. According to this study, narrow bias toward woman leaders
happens when woman leaders implement strict leadership, as it is dissimilar with
woman leaders’ sex roles.
A recent study discussed that the lack of ability between women gender role and
authoritarian leadership can reduce the employees trust in women leaders which
impact on the performance of subordinates. In which the researcher uses both primary
and secondary research methodologies to improve the efficiency of the investigation.
The primary data collected from the survey and interviews but secondary data or
information collected from various sources such as journal papers, a recent study on
leadership, online websites and books. The main key issue of this study is that the
researcher did not reduce the drawback of the previous investigation and they provide
only theoretical information about leadership styles. It is founded that the congruity
theory cannot provide a passable sympathetic of the association between gender and
leadership panache. Therefore, it is recommended that in future researcher will involve
content analysis and data collection methods to analyse the importance of the
leadership and how the manager increases the performance of subordinates with the
help of leadership style.
This essay is completely based on organizational leadership and readers can expand
their skills and knowledge in the field of leadership. There are main three journal
articles discussed and crucially analysed in this essay that will help readers to
understand the significance of the leadership change in an organization. In this modern
era, many companies are developing the leadership skill to control and manage the
performance of employees. Therefore, the manager should ensure that they develop the

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best leadership style for their company which can help them to increase the
performance of employees.

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References
Kalmanovich-Cohen, H., Pearsall, M.J. and Christian, J.S., (2018) The effects of leadership
change on team escalation of commitment. The Leadership Quarterly.
Cook, A. and Glass, C., (2014) Women and top leadership positions: Towards an
institutional analysis. Gender, Work & Organization, 21(1), pp.91-103.
Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., (2013) Transformational
leadership, relationship quality, and employee performance during continuous
incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-
958.
Wang, A.C., Chiang, J.T.J., Tsai, C.Y., Lin, T.T. and Cheng, B.S., (2013) Gender makes the
difference: The moderating role of leader gender on the relationship between
leadership styles and subordinate performance. Organizational Behavior and Human
Decision Processes, 122(2), pp.101-113.