As our leadership positions are male-dominated, we should review our hiring and selection process to ensure that we do not suffer from gender bias, as this could limit the company's growth. Vivien Shiao's article focuses on the "double bind" dilemma faced by women leaders due to extreme perceptions. Depending on how they conform to their gender stereotypes, they will be perceived as overly emotional or aggressive. It was pointed out that when women demonstrate competence, they are not highly appreciated. As a result, those who fit their gender stereotypes are valued but considered incompetent leaders. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Lahle Wolfe's article explores the leadership qualities of women. She highlighted that women are better managers than men in terms of commitment, leadership abilities and skills due to their gender stereotype. She then concluded that the reason women remained an untapped resource was due to blatant discrimination. The articles by both authors clearly illustrate the relationship between gender stereotypes and leadership effectiveness. After analyzing the two articles and cross-checking their claims with credible sources. I argue that through the use of evidence and argument structure, Shiao's article resonates more strongly with his audience by providing a compelling argument supported by reliable evidence and inductive reasoning, whereas the Wolfe's article, which presented a well-researched argument through deductive reasoning, was unsuccessful. because his argument was not strong. The type of evidence used to support their arguments about gender stereotypes is different. Shiao used anecdotal evidence from female leaders to prove that gender stereotypes create a no-win situation. In contrast, Wolfe supported his opinions with statistical evidence to debunk stereotypical gender ideology. However, after cross-referencing other credible sources, the reliability of Wolfe's evidence is tested. Shiao uses observations of women leaders and Mrs. Hillary Clinton's campaign experience to prove that they are more scrutinized and less perceived as leaders than men. She quoted: “Ms. Clinton's approval rating plummeted during her campaign because she did not conform to her perceived gender stereotype. » (Paragraphs 4 and 5) Supported by a Catalyst study, surveying 1,231 senior business executives, suggests: “Gender stereotypes lead organizations to regularly underestimate and underutilize the leadership talent of women. »(2) (August 2, 2018) This validates the reliability of his evidence. and the argument that gender bias prevents potentially qualified women from taking on leadership positions, which is detrimental to the company. In contrast, Wolfe used surveys of 7,280 executives conducted by Harvard Business Review (HBR) and polls conducted by Gallup, an American research company that says women are better overall than men. The Gallup authors pointed out: “Female managers are more engaged at work than male managers. They are therefore likely to contribute more to the current and future success of their organization. (Paragraph 4) Also supported by the HBR findings: “Stereotypical attributions to the female sex had some merit with respect to.”