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Article analysis:

The article "Determinants of organizational performance: a proposed framework" by Almatrooshi, Singh, and Farouk (2016) provides a literature review on the factors that influence organizational performance and proposes a framework for leaders to enhance their leadership competencies. The authors argue that the success of an organization depends on its ability to effectively implement strategies, which in turn depends on the level of skill its leaders possess. They also highlight the importance of employees as key contributors to achieving organizational goals.

One potential bias in this article is the focus on leadership competencies as the primary determinant of organizational performance. While leadership is undoubtedly important, other factors such as organizational culture, resources, and external environment can also significantly impact performance. The authors acknowledge this limitation but do not fully explore these other factors in their proposed framework.

Another potential bias is the emphasis on cognitive, emotional, and social competencies as key components of effective leadership. While these competencies are undoubtedly important, there may be other qualities or skills that are equally or more important depending on the context. For example, in certain industries or situations, technical expertise or strategic thinking may be more critical than emotional intelligence.

The article also makes some unsupported claims, such as stating that virtual teams cannot succeed without effective leadership without providing evidence to support this assertion. Additionally, while the proposed framework is based on a systematic review of existing literature, it has not yet been tested empirically.

One missing point of consideration is how different types of organizations (e.g., for-profit vs. non-profit) may require different approaches to enhancing organizational performance. The authors do not address this issue in their proposed framework.

Overall, while the article provides a useful overview of some key determinants of organizational performance and proposes a framework for enhancing leadership competencies, it has some limitations and biases that should be taken into account when interpreting its findings.