Introduction

Change is typically necessitated by both internal and external organizational reasons.

Organizational internal elements include the use of new technology, management policies,
product/service standards, etc., as opposed to external influences like new regulations,
increased competition, modern technologies, labor unions, climate change, etc. However, as
change is a complex process, it frequently has unanticipated negative effects because of
opposition from various sources.
Effective management and leadership could be the key to successfully implementing
change. Additionally, it has been noted that organizational leaders experienced increased
pressure throughout the development and implementation of organizational reform (Pawar &
Eastman, 1997). It is defined as "a relevant environmental shift that demands intentional
organizational responses to contain new procedures, rules, values, processes, and personnel
belief system" when conceptualizing organizational change (Seeger, et al., 2005 Porras &
Silvers, 1991, p. 52;). According to the description given, an organizational change is a rigorous
area of analysis that is primarily concerned with strategic change (Kotter and Schlesinger,
1979). The planned strategies that are in line with the organizational aim have always
complimented organizational transformation. Thus, by putting in place a flexible strategic
change process, the organizational system and its members are better able to upgrade and
adapt their current system to meet the demands of changing conditions. For instance, finding an
alternative way to manage emerging technologies, contingencies, workflows, and employee
values.
Leadership approaches have a significant impact on how organizational change
processes turn out. Thus, it is possible to define leadership as the ability of a person to inspire
and shape the actions of others in order to accomplish tasks or goals. In order to achieve
organizational goals, leadership is a continuous process that focuses on enhancing people's
talents to get the greatest performance out of them. Many academics have emphasized the
significance of leadership, saying things like, "Successful leadership not only develops vision,
mission, strategy, and cultural value of the organization for change, but also empowers and
motivates employees in change commitment." (Gill, 2002). In this approach, leaders play an
important role in the organization as a source of introducing new ideas and laying out a
corrective course during the process of organizational change.
 Does the article fill a void within the literature that already exists on the topic?

yes, because the topic discussed by Junnaid et al.(2020) contains a clear and well-
structured arrangement such introduction, leadership and organizational change models,
resilient leadership action in pandemic situations, and conclusion. However, supporting
evidence and references are quite outdated since a lot of article were published on the year
2004 and below since this article was published in 2020. Despite that, the authors did an
outstanding job as they manage to reach the objective of the article which to deliver, explain and
focus on the leadership and organizational change management in unpredictable situations in
responding to COVID-19 pandemic. 

REFERENCES
Pawar, B. S., & Eastman, K. K. (1997). The nature and implications of contextual influences on
transformational leadership: A conceptual examination. Academy of Management Review,
22(1), 80-109. https://doi.org/10.5465/amr.1997.9707180260.
Seeger, M. W., Ulmer, R. R., Novak, J. M., & Sellnow, T. (2005). Post-crisis discourse and
organizational change, failure and renewal. Journal of Organizational Change Management,
18(1), 78-95.
Kotter, J.P. & Schlesinger, L.A. (1979). Choosing strategies for change. Harvard Business
Review, 57(2), 106-14.
Gill, R. (2002). Essays on Leadership. The Leadership Trust Foundation, Ross-on-Wye