ANNOTATED BIBLIOGERAPHY

Introduction
The differences brought by gender in work have caused more and more people’s attention, which has been a hot topic for a long time. With the change of society, an increasing number of women have engaged in work and their roles as leaders in work have also caused people’s attention. The purpose of this bibliography is to find the changes of gender in leadership. With the development of society, the number of female leaders is increasing in recent years (Michelle and Elaine, 2008). According to (Stewart, 2009), there are more difficulties facing female leaders than male leaders, which makes it difficult to involve more females in the leading positions. A research (Hilary, 2009) indicated that although the number of female leaders is increasing, the ratio of female leaders in leadership is not balanced and more females should be involved in management positions. According to Kaycee (2010), the changes of gender in leadership have been in the process, which can be proved by the changes of people’s attitudes to female leaders.

Reference | Michelle M & Elaine Y(2008), The trend of female leaders in organisations, Journal of Management, 23, 7, pp 105-124 | Type of Article | Literature review | Aim\purpose | The purpose of this article is to find out the changes of female leaders in the past decade and explain the reasons of the changes and then predict the trend of changes. | Approach | This paper reviews previous theories about the necessary of involving female leaders and then it presents the process of female leaders entering the management field. It highlights the trend of changes of gender in leadership based on four reasons which are given step by step. | Conclusion | The number of female leaders has increased in the past decades and in the future, there will be more female leaders in all the fields. | Significance | This paper is closely related to the topic of the changes of gender in leadership. It points that female leaders have their own merits as leaders, which explains why there are more and more female leaders. Finally, it predicts that more the number of female leaders will keep increasing in all the fields based on the observing of female performance in work. | Strengths | This paper addressed its purpose successfully. This paper presented the changes of female leaders in three fields with specific numbers and proper references. | Weaknesses | The reasons presented by this paper to explain the needs of female leaders are not comprehensive. | Reference | Stewart, K (2009), Stressful female leaders: why is it difficult for them? Women in management review, 14, 4, pp. 218-236 | Type of Article | Scholarly article-research | Aim\purpose | The purpose of this paper is to investigate the different difficulties facing female leaders compared with male leaders. | Methodology | Sample: The research investigated 300 female leaders of 15 companies regardless of their educational background, age, nationalities and so on.Data collection: The researcher collected data through interviews done face to face. | Findings | The study found that female leaders face variously unique difficulties in their work.They face glass ceiling effects in many cases at any time. They have to spend much more time to take care of their families compared with male leaders.It is more difficult for them to be supported by their employees. | Significance | This study summarized unique difficulties facing female leaders, which can help people to understand why the number of female leaders is small. It helps people to find ways to help female leaders so that more female leaders can engage in management, which will promote the changes of gender in leadership to go healthily. | Strengths | The paper presented women’s unique difficulties as leaders from a comprehensive way. The data were accurate as the interviews were conducted and recorded face to face. | Weaknesses | The size of the sample was too small and it should cover a wide range of field.The research should adopted more methods to collect female leaders’ unique difficulties such as collecting female leaders on line. |

Reference | Hilary, C. (2009). The role of gender in leadership and the participation of women in leadership, Journal of leadership, 30, 2, pp. 34-61 | Type of Article | Critical Review | Aim\purpose | The purpose of this article is to study what factors impact the changes of gender in leadership and argue that gender discrimination should be removed in leadership and the progress of changes of gender in leadership should go faster. | Approach | This paper reviews previous theories to find out both negative and positive factors impacting female leaders. It focuses on the theories proving that equals should be given to female leaders. | Conclusion | Although gender discrimination in leadership has changed some, females and the society should work more to remove gender discrimination completely. | Significance | This paper is quite related to the topic changes of gender in leadership as with the removing of gender discrimination, the number of female leaders will increase. It explains the reason of less female leaders and it worked out the same conclusion as the first article conducted by Michelle and Elaine that the change of gender in leadership has happened. Moreover, the progress of changing should go faster through the removing of gender discrimination. | Strengths | This paper clearly stated the harms of gender discrimination to both females and organizations with effective evidence. The article was outlined clearly. The author put forward his own assumptions based on the researched articles. | Weaknesses | The article used some references which were completed before 1990. The article did not provide any recommendations to overcome the negative factors prevent the process of removing gender discrimination. |

Reference | Kaycee, T. (2010), Leadership and changes: the changes of gender. Journal of Organizational Change Management.41, 5, pp. 174-201 | Type of Article | Literature review | Aim\purpose | The aim of this paper is to review the changes in leadership and the changes of gender in leadership and prove changes of gender in leadership will keep going because of many reasons. | Approach | This paper reviews related leadership theories to present the changes of gender in leadership and related articles to research people’s attitudes to female leaders and the female leaders’ own attitudes. | Conclusion | More female leaders are expected to take part in all the fields and it tends to take place as more and more people hold acceptable attitudes to female leaders at the same time more females are trying to devote themselves to work. | Significance | It is obvious that this article is linked to the topic directly. At it holds the same opinion as Hilary that more females will engage in management. | Strengths | It analyzed relevant theories and facts clearly. It reviewed a lot of literatures to prove its assumptions persuasively. | Weaknesses | It did not state from a counter-argument view to balance its arguments. Moreover, it did not mention the reasons of requiring more female leaders. |

Conclusion
In conclusion, this annotated bibliography focuses on the changes of gender in leadership in the past years by reviewing four Journal articles. All of the four articles selected in the annotated bibliography come to very similar findings and conclusions that the changes of gender in leadership have taken place to some extent, and more efforts are required to make it go faster so that more female leaders can be engaged in management.

ESSAY
Introduction
Everything is changing and developing in the world, including leadership. With the development of leadership theories, relevant changes of leadership have taken place in the past decades. These changes contained the changes of gender in leadership. In the past it was common that there were not any female leaders in a company, however, this phenomenon is very rare. Nowadays, there are more and more female leaders in various fields and the increasing of female leaders has caused more and more people’s attention. The following sections of this essay will argue the issue about the changes of gender in leadership. Firstly, it will present of changes of gender in leadership in the past years. Then it will present the difficulties facing female leaders and these difficulties are reasons that prevent females to engage in management or make them have to give up leading positions. Next, the essay will argue the needs of further changes of gender in leadership by proving persuasive evidences. Finally, the essay will prove that it is possible to bring changes of gender in leadership in a further step.

The changes of gender in leadership were great in the past decades and the number of female leaders has been increasing for a long time (Michelle and Elaine, 2008). During the world war two, a lot of women went out to work since then women have played significant roles in workplace. However, it was very rare to find a female manager or leader even supervisor in the workplace. During the period, women were only ordinary workers and leading was perceived as men’s job. According to a research, there were only 1.2% of female leaders in Australia during the period (Michelle and Elaine, 2008). In the following years, with the occurring of feminist movement, the number of female leaders began to increase (Michelle and Elaine, 2008). An official figure states that there were 23% of female leaders in the organizations of Sydney Australia in 2000 and there were nearly 31% of female leaders in these organizations (Michelle and Elaine, 2008). These figures indicated that the changes of gender in leadership in Australia have taken place. There were more female leaders in organizations.

In recent years women are becoming more and more willing to begin an undertaking with the increasing number of females taking part in workplace. In the past, nearly few females have considered to opening companies by themselves and fewer put it into practice. However, more women are planning to open companies by themselves and the number of female bosses is larger than the past.

The number of female leaders is increasing in China as well. It can be proved by a research conducted in ten state-owned companies. According to the research (Lester 2010), there were only 24.6% of managers in these companies and the rate of female general manager was 6.8% in 2005. However, the number of managers and general managers has increased in the past five years. At the same time, the research indicated that there were 42.1% of female managers in these companies and the rate of general manager has increased to 16.6% in 2010 (Lester 2010). It is obvious that the gender in leadership has changed gradually and the number of female leaders is increasing. However, the gender in leadership is still not balanced as there were only 16.6% of female general managers in these companies (Lester 2010). There must be some reasons that impact females engaging in leadership.

Although the changes of gender in leadership have taken place and more females are beginning to be leaders, the changes of gender in leadership are not enough as more females should be leaders based on the figure that 47.8% of women composed of the labor force in the world (Stewart, 2009). However it is difficult because of the following reasons.

The first reason is the glass ceiling effect. The glass ceiling effect refers to a type of unseen but unbreakable barrier which prevent women from rising to upper positions in their organisations even though they are qualified and achievable in the organizations Stewart, K (2009). The impacts of ceiling effects can prevent females from engaging in leadership. According to a research, there are still a lot of people think that females lack of the talents to be leaders and they think women lack of abilities to make wise decisions when they are bone. Females are not suitable to be leaders anyway. At the same time, 12% of people in the sample said clearly that if their leaders were females, they would have felt uncomfortable and they unconsciously expected their leaders are males (Stewart, 2009). Therefore, the glass ceiling effect prevents females to be leaders in organisations directly.

The second reason comes from the impacts of cultures. In the world especially Asia, traditional cultures tend to hold the opinion that men should do outside work and women should do inside work. This opinion definitely brings negative impacts on people’s assessment of females in their work, which makes it difficult for them to be promoted. At the same time, this opinion makes females unconfident in their work and their performance of work is influenced negatively. Therefore, traditional cultures prevent females from engaging in management.

The third reason is that females have to spend much more time to balance their work and life compared with males. It is a fact that in most cases females are expected to take care of their family firstly and then they are supposed to do their jobs. However, what males are expected to do first is work (Sandy, 2010). In such situation, females have much more stresses to balance their lives and work. Sometimes, females have to quit their work or chances of being promotion because of their families, which seldom happens to males. All these three aspects prevent females to be promoted and then the changes of gender in leadership are difficult, but the further increasing of female leaders are indeed needed in organisations.

The increasing of female leaders indicates that female leaders are an indispensable part of both various organisations and the society. The reasons can be attributed to be the following ones. The first reason is that female leaders have some unique advantages as leaders compared with male leaders. For example, female are much more transformational and they tend to adopt transforming leadership. Transforming leadership refers to a type of management style in which the leaders involve their followers in a way that both of them are raised to higher levels of motivation and morality with a common aim (Hilary, 2009). In such a leadership style, female leaders are very democratic and participative. And they are more likely to take the needs of their followers into consideration compared with male leaders. All these items are very important in management.

The second reason is that all people should be treated equally and gender discrimination should be removed in any cases including workplace. Gender discrimination brings a lot of hurts to women both physically and psychologically. They get less salary and fewer chances to be promoted even though they do the same work as males and perform the same as male workers, which is unfair to females and the basic human rights are damaged. From another point of view, gender discrimination makes organisations loss chances to get capable female leaders. Losing capable leaders is absolutely a great lose for any company. Therefore, gender discrimination should be removed by effective strategies for the development of both females and organisations.

The third reason is that the number of female leaders is not symmetrical to the number of female workers. According to a research, currently female workers composed of 48.7% of labor power, but there are only nearly 23.8% of leaders are female leaders (Adrian, 2010). The number of female leaders is far from the supposed one. Therefore, it is very necessary to increase female leaders based on the above three reasons. And it is possible to increase the number of female leaders in organizations so that the changes of gender in leadership can go a further step.

The number of female leaders has increased in the past decades and it is necessary to go a further step in the changes of gender in leadership. At the same time various phenomena indicate that it is possible to make increasing the number of female leaders so that the gender in leadership is more reasonable. The first phenomenon is that people’s attitudes to female leaders have changed gradually. Currently an increasing number of people are showing acceptable attitudes to female leaders and more and more people admire female leaders. According to a research conducted in UK, there are more than 86% of people in the company said they do not think there are any relevance between gender and leadership Kaycee (2010). They think what cares is the people’s leading capabilities to be leaders. The following phenomenon is that women are much willing to begin an undertaking and work as bosses of companies. According to these women, they do not think gender is a problem in the process of achieving their careers and most of them are optimistic to the removing of gender discrimination in the workplace.

The increasing of female leaders in the workplace depends on the struggle and efforts of females to a great extent. In recent years (Joseph, 2009), women have been trying to find out a lot of strategies to improve their leading skills and it is very common to say that females are trying their best to show excellent performance in their work. More and more women are trying to get high education and attending kinds of trainings so that they can be prepared to their work. All these phenomena indicate that the increasing of female leaders is very possible and the changes of gender in leadership have a chance to go a further step.

Conclusion
In conclusion, the changes of gender in leadership have taken place in the past decades, which can be proved by the increasing of female leaders in Australia since the world war two, females intending to begin an undertaking and the number of both female managers and general managers. However, the speed of increasing was not quick as expected as some reasons. Actually female leaders face the glass ceiling effects in their work, and traditional cultures prevent them from engaging in management, and they have to spend much more time to take care of their families. All these reasons make females difficult to be engaged in leadership. Although it is difficult, it is very necessary to involve females into leadership because of some of their unique capabilities, and their equal human rights and the number of female leaders is not symmetric to the number of female workers. Finally, the changes of gender in leadership have a chance to go a further step in the future as people are showing much tolerance to female leaders, and more females are likely to begin an undertaking as well as improving themselves to be prepared to be leaders in the future.

References List
Adrian. L (2010) The changes taking place in leadership, Women in management review, 5, 37, pp. 96-124

Hilary, C. (2009). The role of gender in leadership and the participation of women in leadership, Journal of Managemen , 30, 2, pp. 34-61

Joseph, G. (2009), The importance of female leaders in organizations. Journal of Organizational Change Management.39, 7, pp. 32-59

Kaycee, T. (2010), Leadership and changes: the changes of gender. Journal of Organizational Change Management.41, 5, pp. 174-201

Lester T (2010), The number of female leaders in current organizations, Journal of Management, 57, 10, pp 308-325.

Michelle M & Elaine Y (2008), The trend of female leaders in organisations, Journal of leadership, 23, 7, pp 105-124.

Sandy, T (2010), The glass ceiling effects and other negative impacts on female leaders. Women in management review, 81, 7, pp. 29-45 Stewart, K (2009), Stressful female leaders: why is it difficult for them? Journal of leadership, 14, 4, pp. 218-236