Title of the Article, Journal, Author, and the Year of Publication

The essay is a meta-analysis of how to promote creativity and encourage leadership. Paradigm is the name of the publication (pages 79-80). Furthermore, it was released in 2006 by Amitabh Deo.

Deo Kodwani provides an extensive research result of fostering creativity and facilitating leadership in organizations in his article Organizational Behaviour. Furthermore, organizational behavior is described herein as the analysis of how people behave within groups. Most importantly, it is often used to increase productivity in corporate organizations. Leadership is often described as the act of directing, guiding, or managing a group of people. On the other hand, innovation is the action or process of change, revolution or transformation for betterment. Additionally, the author portrays significant worker commitment in the companies with real leadership and where innovations are encouraged.

Research Methods

The research was a meta-analysis, which led to the variation in the research methods used. However, it put into consideration the variety of published studies regarding leadership and innovation. Pointedly, although the meta-analysis reviewed various studies, they, fortunately, included all the adults who are currently involved in a variety of profession’s workforce.

Research Question

The author had their primary interest in explaining the effect of promoting innovation and encouraging leadership to commitment, and satisfaction of employees in organizations.

Research Findings

Several findings were demonstrated in the meta-analysis research. First, innovation is the core issue in the performance, growth, and valuation in organizations through enabling satisfaction of the employees and their commitment. Secondly, change necessitates breaking the former rules of thought and coming up with new helpful ones. In fact, it forces an employee to trust in himself and others in the firm leading to job satisfaction.

Consequently, the trust enables the workers to collaborate and discover new adventures in the firm. Moreover, the leader employee can promote innovation through having purposes that drive performance and are value-creating. In addition, the author stated that questioning and listening leader encourages other employees and create chances for change that leads to both job satisfaction and commitment.

Summary of Crucial Points

The employees are highly innovative and ready to express higher job satisfaction, and greater organizational commitment. Besides, if innovative measures are added to the current cognitive actions and set of personality that is being used, then it automatically improves the employees’ job satisfaction and organizational commitment. Critically, encouraging leadership in organizations help the workers increase positive feelings and also improve their job performance hence the automatic achievement of job satisfaction. Therefore, to come up with satisfied and productive workers, there should be an incorporation of leadership skills and innovation tips in the recruitment of the employees, their training, and the development programs.

The Limitations of the Study

Inherently, the study was subject to bias by the researchers is a meta-analysis. In fact, there is a possibility that the researchers only the articles that led to a particular conclusion during the analysis process. Arguably, it is impossible to confirm whether the conclusions drawn from the research were done soundly and as per the best scientific practices in psychology. On the flip side, the article contentedly answered the question in place despite the limitations encountered.

Future Research Areas

What is the interface between human behaviour and an organization the person works?

Explain leadership and cross culture communication, aspirations and conflicts in an organization.

Work Cited

Deo Kodwani, Amitabh. Organizational Behaviour. Paradigm, no. 10(1), 2006, pp. 79-80, http://journals.sagepub.com/doi/abs/10.1177/0971890720060113. Accessed 1 Jan. 2006.