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CRITICAL REVIEW PAPER

SUBMITTED BY:
HAJAJ SALEEM

ROLL NUMBER:
M-17141

SUBMITTED TO:
SIR AMIR ABBAS

SUBJECT:
LEADERSHIP AND ORGANIZATIONAL BEHAVIOR

SUBMISSION DATE
10-DECEMBER-2018

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TOPIC: ‘LEADERS ARE BORN OR MADE’
Abstract
This paper investigates a well-established inquiry of whether ‘leaders are conceived (born)’ or
‘they are made’. The paper mirrors a few administration hypotheses and discussions about
alternate points of view to think about this inquiry referring to different writers in past centuries
and also recent publications with regards to both perspectives. Moreover there is empirical
evidence given for ‘leaders are born’ and same in the case of ‘leader are made’ perspective. This
brings us to conclude that both perspectives have their critics but a lot of recent studies prove
that anyone can be a leader.

Keywords: leaders, pioneers, trait theory, emotional intelligence, behavioral theories

Objective of study
The main objective of this study is to critically evaluate the two perspectives on leadership that
whether leaders are born or they are made. Then to give an overall conclusion of the study.

Introduction
Leadership and organizational behavior go hand in hand within the context of business. But even
in the case of politics the importance of leadership cannot be ignored. Nowadays although there
are a lot of leadership styles and perspectives identified by various writers but even to this day
people still are interested in knowing what were the basis of leading pioneers of past and how did
they behaved and got successful, and on the off-side how did they managed in the case of
failures. Which led them to be remembered even to this day. We cannot ignore the case of Noah
(A.S) ark, when he led the people and other species from different animal kingdom and saved
them from drowning.
Are leaders brought into the world or they can be made? That is an inquiry which has been
tormenting individuals intrigued by leading for quite a long time. There is nobody conclusive
answer which has effectively been demonstrated. On the off chance that they can't be made, this
discussion ought to be closed here, and we ought to put our time in hereditary research to
recognize the qualities which have these characteristics pre-modified in DNA. On the off chance
that they can be made, this legitimizes the business that has developed in the course of the last
ten or so years for initiative consultancy (how to take lead) advisors and specialists in the field.
This paper looks at this inquiry and inspects and endeavors to give an understanding on various
initiative hypotheses keeping that in mind.
Initiative is the way toward impacting the conduct of others to work energetically and excitedly
towards accomplishing some define objectives and targets. It demonstrates the capacity of an
individual to keep up great relations with devotees and offer inspiration to others for
accomplishing authoritative goals (Olson 2009). As I would see it, a pioneer (leader) is a man
who guides others by demonstrating to them the way and going about as a good example. Being

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a pioneer comes in various structures, and there are sure criteria that one needs to meet to wind
up one. For instance, all things considered, it is difficult to take a gathering of individuals and
inspire them to cooperate towards a shared objective. This must be finished by individuals who
have remarkable standards and qualities. As I would see it, a leader is a man who guides others
by demonstrating to them the way and going about as a good example. Being a pioneer comes in
various structures, and there are sure criteria that one needs to meet to wind up one. For instance,
all things considered, it is difficult to take a gathering of individuals and inspire them to
cooperate towards a shared objective. This must be finished by individuals who have remarkable
standards and qualities. (Olson 2009).
From the beginning of time, incredible pioneers in leading have dependably developed and
affected human lives extraordinarily. The most remarkable ones incorporate Winston Churchill
who advanced majority rule government, Martin Luther King, who drove the battle for racial
correspondence that eternity changed the USA, and Nelson Mandela who had driven the battle
for equal opportunity in South Africa (Williams, A., 2013). The new yield of world pioneers
incorporates any resemblance of Richard Branson and Bill Gates, who have turned out to be
extremely fruitful business people. The discussion about whether extraordinary pioneers are
conceived or made has been a continuous point of dialog for quite a long time. Everybody has a
comment about initiative (i.e. taking the lead), in this manner once in a while we are invited to
acknowledge what we hear as reality. This paper point towards basically examining and doing a
critical evaluation of the proof from the two sides of the contention and creates an end which is
the conclusion dependent on the discoveries on these perspectives.
According to past leadership theories; the differentiation between Plato's The Republic (in Lee,
1955) and Machiavelli's The Prince (in Thomson, 2001) unmistakably demonstrates that
verifiably, pioneers/leader can be moral or improper, great or malevolent, reasonable or
conniving/untrustworthy. This is a fascinating point, and however favored that an "extraordinary
pioneer or leader" be "great" the author battles that it isn't essentially ultimate, and evidence
suggests that incredible pioneers can lead awful or unethical interests or associations, however
these sorts of pioneers will in general be named different titles, as there is a propensity in current
culture to abstain from applauding negative or "awful" leaders. There are numerous instances of
incredible pioneers in leading, where their attributes and qualities have been examined. (Ruvolo,
C. et al., 2004)

Discussion
Our focus here will be on the theories and points of views of various authors and writers from
long time ago to present, on the topic of whether leaders are born with built-in capabilities as in
trait theory or they are made i.e.; they can be nurtured. With the ongoing resurgence in ubiquity
of attribute speculations of administration, it is opportune to consider the hereditary assurance of
the numerous components including the initiative build. Singular contrasts in identity
characteristics have been observed to be respectably to exceedingly heritable, thus it pursues that
on the off chance that there are dependable identity quality contrasts among pioneers and non-

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pioneers, there might be a heritable part to these individual contrasts. Regardless of this
association among administration and identity characteristics, in any case, there are no
investigations of the hereditary premise of initiative utilizing present day conduct hereditary
technique. (Johnson A.M. et al.,1998)

As described previously, human beings have taken interest in studying leaders for centuries. To
study great leaders was a way of evaluating the features of the leader so that these could be
understood and emulated. In this research study it has been discussed as “Great Man theory” and
later on “Trait theory”, which is examined further in the next section of this research. In a more
current context, leadership, as an academic field has emerged in actual form in the twentieth
century. According to study (Sorensen 2000, p3) credit was given to James MacGregor Burns
as being the instrumental researcher who triggered an avalanche of research into the topic of
leadership (pioneers in taking the lead) after a 1978 lecture on the subject. He has considerably
been recognized as the father and founder of field called leadership studies, and since then, many
academic institutions and academics concentrating on the matter particularly in the past decade.
The previous ten years has seen a critical increment in authority material created, which keeps on
asking the inquiries that on the off chance that a person who is considered as pioneer in leading
is conceived (by birth) and not be created, why think or even develop a research about it? Is it by
nature or through support of nurturing?
A modern study states that:
"The most hazardous leadership fantasy is that leaders are conceived (by birth) that there is a
hereditary (genes) factor to authority. This myth attests that individuals essentially either have
certain appealing (having a charisma) characteristics or not. That's nonsense; in fact, the opposite
is true. Leaders are made rather than born.” (Hoffman, B. J., et al. 2011). Some great leaders
emerge over time and throughout history, there are many examples of this. In more modern
times, people like Mahatma Gandhi, George Washington, Abraham Lincoln, Nelson Mandela
and Dr Martin Luther King are but to name a few. “Great Man” theory was first among the
theory of leadership, because it was a first attempt to describe how leadership existed. These
people were characterized as heroic almost mystical figures destined to rise to leadership.
This theory suggests that these great men were somehow naturally skilled and would change the
world in some way. Carlyle (1840) popularised this theory in the 1840’s, and in later years,
Spencer (1896) argued successfully that great men are the product of their society, and that their
actions would be impossible without the social conditions built before their lifetime. Another
study supporting the perspective of leadership by birth according to Spencer (1896, p34) points
out, "You must admit that the genesis of a great man depends on the long series of complex
influences which has produced the race in which he appears, and the social state into which that
race has slowly grown, before he can remake his society, his society must make him.” In other
words, the society in which the leader has grown up in, prepares him to be a leader, and only
then he can take all his experiences and take the lead and reform society for the better. In a later
leadership study, Galton (Oliver et al., 2008) was a psychologist who led a field of research

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called trait theory that sought to identify the characteristics or traits of individual leaders and
develop series of features that others can understand and study. The simplest form of trait theory
naturally fits into the view that the leader is born not made because it studies the individual and
then tries to gather the core of the attribute. These include, achievement, impact, responsibility
(Stogdill 1974), inner-drive & motivation(Kirkpatrick et al. 1991), self-confidence (Stogdill
1948), cognitive-ability, honesty and integrity, (Zaccaro et al., 2004), and interpersonal skills
(McCall 1983).This information does provide a comprehensive list, but it shows some good
samples of feature from traits theory and key features discussed in academics. The benefit of
both theories is that they provide a general indication of a person's leadership potential. It
provides an chance for organizations to identify people who may have certain leadership skills
and provide them with the ability to grow further. Criticism of these theories is why people with
these skills are sometimes not leaders. In addition, why in some cases, CEOs perform well, but in
another environment, they may fail? This indicates there are other factors at work. These theories
also rely on a degree of subjectivity to evaluate the first features. While recognizing that features
do play a key role in identifying leadership, it may be just an indicator, also we should search
more profoundly.
A current study from Wake University (Hannah 2013, p 393) found that the brains of people
designated as leaders had neurological differences. This type of research can identify future
leadership candidates through brain scans.
A very interesting quote from Lombardi (nd.) is that “leaders are not born, they are developed.
By working hard, they are like anyone else. This hard work is what we have to pay to achieve
this or any goal". Parallels can be drawn to music, talented performers such as singer although
not trained, they can perform singing very well. What many people might not ponder and may
discount is that the an individual may have grown up with the singer as a parent, or have heard a
lot of music and things, and are surrounded by various influences with unintended "informal"
training. They may have original talents because their experiences have shaped them. Many
people believe that cultivating skills and developing skills is the key to successful leadership.
Basketball superstar Jordon, M. (n.d.) was quoted as saying, "Everyone has talent, but ability
needs to work hard." This shows that everyone has the ability, and anyone can grow into a
capable, even possibly very good person. The role of a person's preferences may influence the
speed at which they develop and where they may develop. If their natural interests are conducive
to being considered leadership traits, then they may be more interested in further building and
developing these skills, so one day they will become effective leaders. Behavioral leadership
theory assumes that leaders can develop, leadership and leadership skills can be learned. One of
the very famous theories is Blake and Mouton's Management Grid (1964), which attempts to
define behavioral features and map them onto two axes, focusing on people and concerns about
production.This tried to define different leadership styles based on the given dimensions.
Research only on the behavior eventually lost momentum because the research application was
inconsistent. Recent research has focused on the importance of “background or the larger
systems in which leaders and followers work” (Allen et al., 2012). There are currently two

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"emotional intelligence" (EI) models, namely the ability model (Mayer & Salovey, 1997) and the
hybrid model (Bar-On, 2006; Goleman, 1995). Goleman (1995) focused his research on four
basic abilities. These four areas of competence include self-awareness, social awareness, and
self-management and social skills. People who demonstrate higher levels of competence in these
areas are considered to have higher emotional intelligence. More and more research shows that
emotional intelligence plays a very vital role in determining the success of leadership in life. In
addition, after extensive research, Bar-On (2006) developed a measure to determine the
effectiveness of leaders by determining their emotional intelligence (E.Q.).E.Q. Higher scores
are considered to have a high level of emotional intelligence and therefore perform better in a
work environment that requires empathy and soft skills. Ealias (2012) shows that employees with
higher E.Q. have higher employee satisfaction scores. As a result of this research, other research
areas have emerged.An interesting theory called ‘Emotionaly Intelligent Leadership’ (Allen,
2012) has emerged and combined research on emotional intelligence and leadership theory in an
integrated manner, trying to understand and define how these two research areas work together.
So, it raises question, is emotional intelligence learned, or it is inborn in an individual?
Goldsmith (2009) reviewed the study of Delphine (2009, p. 36) and concluded that it can be
achieved. Goldsmith (2009) pointed out that “Delphine and her colleagues found that the
members of the training team have significantly improved their ability to recognize their feelings
and the feelings of others and also improved to manage and control their emotions. More
importantly, these improvements are not only in after the training, it was also obvious after six
months."
This means that more of the recent authors are rejecting the trait theory and supporting that
people can be nurtured to become a leader in any field. Whether it be politics or big business
organization and whether it be top management or lower management, leadership skills must be
possessed to succeed in set objectives. These skills can be acquired in modern world through
certain proper channels including universities, mentoring and experience.

Empirical Evidence supporting that ‘Leaders Are Born’


In the early 1900s, researchers focused on the characteristics of leaders. This is because they
believe that some people are born with the unique characteristics that make them leaders. For
example, a recent study by a famous American military scholar showed that great leaders like
Churchill and Thatcher were born, not made. John Adair, the world's first professor on
Leadership research at the University of Surrey and supporter of action-centered leadership idea
claim that these leaders have more gray matter in their brains than other ordinary people.
This gray matter is part of decision making and memory (Adair 2010).
Another study by Swaroop and Prasad (2013) believe that leadership can be talent or skill. This
creates two dimensions that lead to debates about whether leadership is born or acquired. If
leadership is seen as a talent, then leadership is born. However, in the case of treating leadership
as a skill, this means that it can be obtained. (Dalglish, C and Miller P 2010)

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The arguments for leadership by birth are mainly supported by various leadership theories. These
include the theory of traits that present the particular features and personality of the leader. The
theory assumes that these features produce certain behaviors that are consistent in different
situations. According to this theory, leaders are born with certain characteristics that evolve over
time (CIMA, 2007; Colbert, Judge, Choi, & Wang, 2012).
The trait theory emphasizes various key attributes, including influence, motivation, and self-
confidence, cognitive-ability, integrity and honest, and interpersonal-skills (Johns, Oliver,
Robins, & Pervin 2008).
Groves and Larocca (2011) link transformational leadership with intellectual stimulation,
charisma, personalization and inspirational motivation.
The belief that leadership is associated with certain characteristics leads to the development of
five leadership qualities, including intelligence, self-confidence, perseverance, sociability and
integrity (Bligh, 2009).
There is research study supporting the fact that certain personality characteristics are inherited
from family background as according to Dr. Rob Yeung, who is executive coach of Talenting
Consulting, said that personality and characteristics such as extroversion and emotional stability
are inherited. Some people are naturally better at leadership than others, just as extroverts
interact more socially than their peers. Compared with tense teammates, people with stable
moods perform better during times of crisis, which fully demonstrates their leadership ability
(Accountancy Live 2015).
Another theory that supports the birth of leaders is the theory of great men. The theory is based
on a central premise that some people are destined to become leaders. The theory further
assumes that great men are born with skills and leadership is inborn.
The theory of traits and the theory of great men tell us that what enables leaders and
organizations to build leadership potential among employees. As a result, organizations can
identify individuals who may have leadership skills. This is achieved by identifying the
characteristics that make individuals fit into leadership positions (Bligh 2009). Some of those
feature may include the way they talk is so persuasive and they have temper to listen to others in
other words they have strongly developed their human interaction skills.
Many other studies have been conducted to determine whether the leader is born by nature or
they are nurtured. According to Oliver et al. (2008), a psychologist named Galton conducted a
study to determine the specific characteristics of a leader and create a set of features that others
can understand. Another study called ‘Nature vs. nurture: Are leaders born or made’ supports the
idea that leaders are born rather than made. The study focused on twins and compared their
leadership skills and leadership traits such as judgment, sociability, and aggression. The study
identified systematic differences between leaders and non-leaders (NetworkHR 2015). In their
research, Swaroop and Prasad (2013) determined that leadership is a skill rather than a talent,
thus eliminating the argument that the leader was born.
Leadership based on certain traits is criticized for lack of explanatory power. Critics believe that
this approach cannot always be used to identify leaders from non-leaders. This is because some

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people who have characteristics related to leadership are not leaders. In addition, some people
who used to be leaders and have a broad influence on humans do not have these characteristics
(Bligh 2009).
These above studies shows that the perspective of leadership by birth is getting old and in
modern culture this perspective is losing its ground as world becomes more open minded, so is
the requirement for open minded leaders increasing. Which leads to the need of nurturing the and
training new generation to take the lead.
Empirical Evidence Supporting the ‘Leaders are Made’
Many people disagree with the argument that the leader is born and in actual sense anyone can
be a leader which means they can be nurtured to become a leader. Some of the modern ways of
nurturing are getting enrolled into various leadership related activities which also include
programs and courses offered by various universities and consultancy firms around the world.
This led to this proposition which is leaders are made. There is evidence supporting the fact that
leadership can be developed in an individual. For example, Mary Chapman, Director-general of
the institute of Management, does not believe that leaders are born, but that people develop
leadership skills as they grow up. Although she admits that certain skills are innate, she said that
other qualities are necessary to make a person a good leader. She believes that leadership begins
at a very young age and children have the responsibility and opportunity to manage in different
environments. She adds another point playing an important role in shaping you as a leader is
when you are under the guidance of people who encourage you to interact with others. (Muijs, et
al., 2004)
Garic (2006) also believes that leaders are made rather than born. In his article "are leader born
or made," he believes that the leaders we value highly have one thing in common: they have the
desire to lead and become influential people in society.
This is not because of their innate ability, but because their leadership aspirations are combined
with the skills they acquire as leaders. According to the researchers, the only difference between
these leaders and their followers are their desire to start leading. Everything else is learned.
Therefore, to be a good leader, it is not necessary to have a leadership gene, because most of the
leadership skills are developed through the real life experiences we encounter. According to
Allio (2005), leadership is not a process that schools can teach, but it can certainly be learned.
Leadership programs can be used to improve individual leadership skills and teach them to
demonstrate leadership. The author believes that the role of good leaders includes building
values, developing visions and the necessary strategies, and initiating the changes necessary to
bring growth to the organization. In addition, researchers emphasize the importance of effective
leadership behavior among leaders. Obviously, you can't force someone to be a leader in any
way, because some people don't have the desire of any leader or incompetent leader, no matter
how highly you are considering their skills. However, by giving them support, leadership can be
instilled in someone, by providing them with opportunities to education on management and
improve leadership skills (Allio 2005). This is why public and private organizations invest a lot
of money and resources in Leadership training program. They usually run such programs for

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people with high potential, hoping they can improve their leadership. These courses challenge
participants to improve their self-esteem, provide them with a cognitive experience, and improve
their communication skills. However, these leadership programs do have failures. This is why
any leader's development plan must include the process of identifying candidates with the
required skills and motivations (Allio 2005). When choosing a candidate, you should look for
four key characteristics: ethics, growth potential, positive attitude, and strong
motivation.Potential leaders must demonstrate a strong desire to achieve results, have positive
values and motivations, and most importantly demonstrate the ability to grow in leadership
positions (Association of Chartered Certified Accountants, n.d. 2015). This indicates that
leadership behavior is modeled over time.
In his article "How Leaders are made," Michael R. Notaro points out that the most pressing
issues in the world today require a new generation of leaders to think outside the box.
Empower and inspire the world.
The author also said that it is difficult to find a great leader Because only a few people develop
their leadership skills. Leadership is nurtured, and the process of leadership development is not
easy, and every aspiring leader needs support & mechanism of growth and prosperity. Notaro
(2013) elaborates on the four stages that need to be experienced to become a good leader:
1. Self-awareness; which is being conscious of one’s own character and feelings.
2. Self-discovery; which is a process of acquiring an insight into one’s own character
3. Self-confidence; which is self-assurance in one's personal judgment, ability, and also
power, etc.
4. Self-control; that is the ability to regulate one's own emotions, thoughts, & behavior in
the face of temptations and impulses.
The Researchers claim that leadership needs to connect with people at a deeper level to expand
their appeal and depth of influence (Notaro, 2013)
Researchers believe that the environment has an impact on individual leadership.The
environment fosters leaders by providing opportunities and experiences that shape their
leadership. According to Allo (2005), leadership is achieved by challenging individual
innovation, adaptability and inspiring experience.
Researchers emphasize that great leaders are assessed based on their achievements rather than
their qualities and leadership style. Dongen (2014) supports the leader's argument that they are
made and encourages the organization to devote sufficient resources to the leader's development
plan. This may include involving the leaders of organizations in other leadership activities and
offering programs and courses through the help of many universities and consultancy institutes
which specialize and have relevant expertise on the subject. Also good leaders will be successful
only in the case of supportive followers i.e. people under leader must have a relevant mindset
which meet the criteria and objectives set by the leader.
Moreover according to Zaccaro, S. J., & Klimoski, R. J. (2002) better executive leader adds good
value to the organization by making sense in giving order from top to bottom and by having the

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proper understanding of whole hierarchy of firm. In simple words boss or leader knows what he
is doing through proper nurturing and experience in his field.

Conclusion
There are many different opinions about whether a leader is born or made. This article attempts
to study some theories and provide some additional perspectives on this topic.
These perspectives include whether leadership is a trait of individuals, whether leaders are born
with neurological differences, or whether emotional intelligence can be developed. It is this
author’s contention that similar to other types of talents, leadership as a skill can be learned.
There may be a small percentage of leaders who may be born with individual traits which lend
itself to leadership, but leadership itself can be learned, especially by committed individuals who
display an interest in doing so.
In my opinion, the leader can be made rather than born. Although trait theory suggests that
leadership is innate, it is clear that some leaders lack leadership-related characteristics.
In addition, it is clear that leadership can be an acquired skill, and people can learn to become
good leaders by improving leadership skills. In this regard, parents are advised to start training
their children as leaders at a young age so that they can improve their leadership skills as they
grow up. It is because they need to meet the prerequisites of a good leader which requires a lot of
hard work, determination and courage. Although it is impossible to finalize certain leadership
skills are given by God. With additional knowledge, positive attitudes and experience,
individuals can improve their talents and become successful leaders.

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