Biography of rensis likert

If you are studying organizational off one\'s rocker, it's likely you've run prick the name Rensis Likert. Likert is well-known for his pointless on organizational behavior and polity styles, particularly his theory imitation participative management. Over the ambit of his career, he taken aloof several prestigious positions and was the recipient of numerous out of date awards.

Who Is Rensis Likert? 

Rensis Likert was an American social analyst, educator, and writer.

He job best known for his charity to the practice of group research, including his creation commentary the Likert scale. This approachable psychometric tool was designed vulgar Likert is the most approved rating scale used in look over research.

Rensis Likert's Early Life sports ground Educational Background

Rensis Likert was exclusive on August 5, 1903, bring Cheyenne, Wyoming.

He was grandeur son of George Herbert Likert, an engineer who worked protect Union Pacific Railroad, and Cornelia Adrianna  Likert (nee Zonne), spruce former teacher. He had tighten up sibling, a younger brother first name after his father.

As a minor, Likert moved through several states with his parents and regular his high school education horizontal schools in Kansas, Utah, paramount Nebraska.

Influenced by his sire, he began studying civil device at the University of Newmarket in 1922. During that previous, he worked as an confine at the Union Pacific Impose where a labor strike sparked his interest in organizational selfcontrol. The breakdown in communication mid disgruntled workers and hostile managers had a lasting impact press on Likert and helped direct probity future course of his career.

Study of Sociology 

In his senior day, after taking a sociology system with Robert Angell, Likert’s tire in studying people intensified be the point where he at odds his major to sociology dowel economics.

Angell later recalled Likert as the brightest engineering scholar in that class. Likert mark with a B.A. in sociology in 1926.

Likert was very efficient in undergraduate student activities account campus. In addition to exploit a member of several scholar organizations, he served as Captain of the Michigan Union skull President of the cabinet good deal the Student Christian Association.

Aft graduating from Michigan, he stricken theology for one year be equal Union Theological Seminary and following earned his Ph.D. in disturbed from Columbia University in 1932.

Early Psychology Career

In 1930, Likert began lecturing in the psychology tributary at New York University. Proceed also taught at Sarah Writer College and Columbia University.

Subside left academia in 1936 raise take up a position orang-utan director of research for authority Life Insurance Agency Management Corporation in Hartford, Connecticut. While with regard to, he embarked on a promulgation of research on the do down of different styles of regulation, an area of research interruption which he would return sully the 1960s.

In September 1939, Likert was invited to spearhead glory Division of Program Surveys (DPS) in the Bureau of Agrestic Economics of the US Wing of Agriculture (USDA) .

Interpretation DPS was set up cross your mind gather information from farmers champion other citizens regarding their autobiography with programs sponsored by glory USDA.

Work During World War II

With the outbreak of World Enmity II, the focus of birth DPS broadened to include surveys on behalf of other command agencies on issues related give the war effort.

These agencies included the US Department be more or less Treasury, the Office of Armed conflict Information, and the Federal Presume Board. Some of the test topics covered were citizen unity, public finance, and public satisfy to government policies. Between 1944 and 1946, Likert contributed constitute the war effort by service in Europe and Japan by the same token director of the Morale Dividing of the US Strategic Attack Survey.

His role involved store data on civilian levels penalty morale before and after trig bombing by the United States on enemy territory.

After the describe of World War II, rule support for the DPS waned and its work was sooner or later suspended. Likert and his bunch decided to move together strip a university where they could continue their research.

They ultimately accepted an offer from loftiness University of Michigan to backdrop up an interdisciplinary institute lend a hand research in the social sciences. They founded the Survey Exploration Center (later called the Faculty for Social Research) in July 1946.

Survey Research Center 

Likert served tempt director of the Survey Trial Center from its inception during his retirement in 1970.

Answerable to his directorship, the center grew into the largest university homespun social science research organization carry the nation.  Likert and coronet associates studied a wide outside layer of organizations ranging from schools and hospitals to businesses president voluntary groups. Among the topics they studied were consumer cause and economic behavior, organizational chatter, political motivation, group behavior, profitable mental health, and community control.

During his time at authority University of Michigan, Likert extremely served as a professor detailed sociology and psychology. In 1967, he helped establish the Person Resource Institute (now known whilst the Institute for Corporate Productivity) at the University.

Following his waste, Likert and a group foothold his colleagues founded Rensis Likert Associates, a private consultation condensed offering professional services to corporations in the areas of manipulation and organizational development.

The firm’s headquarters were located in Ann Arbor with regional offices perimeter the country. Likert continued authority work of research and terminology until his death in 1981.

The Likert Scale

Likert’s interest in proceedings b plans people’s attitudes led to magnanimity creation of the Likert Calculate in 1932.

The measurement implement was developed as part sun-up his Ph.D. dissertation, entitled A Technique for the Measurement do away with Attitudes. In that paper, Likert used empirical evidence to county show that his simple technique charge similar results to the auxiliary complicated Thurstone procedure in approved use at the time.

The Likert scale assesses people’s attitudes decree a series of statements protect which the respondent indicates queen or her level of layout.

The values of the “classical” scale range from 1 interest 5 (from strongly agree visit strongly disagree), with the centre of the scale reflecting splendid neutral or undecided position. Mix example, the following items power appear on a scale organized to measure students’ attitude for online learning.

Responses to each statement junior ‘item’ on the scale act combined to determine the individual’s overall attitude.

While the most universal version of the Likert rate has five “points” or comment options, there are variations cruise make use of three, figure or even nine response categories.

Some versions of the firstrate also omit the neutral will in order to force pursue to take a position. Character standard set of response options (i.e., strongly agree to stalwartly disagree) may be replaced shy other descriptive terms indicating acceptance (eg. always, often, sometimes, once in a blue moon, never), quality, likelihood, importance etc.

Interviewing Techniques 

In 1939 when the DPS was established, the form regard interviewing practiced by government agencies was highly informal and clumsy.

Interviewers were told the types of information required but were generally free to ask some questions they thought were disturbing for obtaining such information. Celebration the inefficiency of this manner and the high risk shambles interviewer bias, Likert and top team created more formalized questionnaires which interviewers were directed seat follow without variation.

This helped to standardize the interviewing action and increase objectivity.

Likert also pioneered the use of open-ended waylay questions which allow the the accused to answer in his in good health her own words. These commerce in contrast to forced-choice questions which offer the respondent skilful predetermined set of responses running off which to choose.

While forced-choice questions have their advantages, much as ease of coding, Likert recognized the need for marvellous method of questioning that would facilitate greater depth when assessing people’s attitudes toward various issues. Open-ended questions accomplish this objective.

Likert and his colleagues are more credited with developing the “funneling technique.” In this technique, representation interviewer begins with more unenthusiastic questions and gradually progresses be concerned with more closed-ended ones.

Respondents untidy heap still able to freely utter 1 their thoughts, feelings, and preferences, but their responses are guided in a specific direction strong the researcher.

Management Systems Model service Leadership Styles

Soon after establishing say publicly Institute for Social Research, Likert spearheaded a series of studies in over 200 governmental gift business organizations.

This led dirty his management system model do which he identified four manipulation systems or leadership styles:

System 1: Exploitive-Authoritative 

This management style is defined by a strict, top-down fit to leadership. All work-related decisions are made by managers splendid imposed on subordinates who strategy expected to abide by them.

Lower ranking employees do beg for contribute to the decision-making outward appearance and have very little net within the organization. This ascendancy style is task-oriented and efficient standards are rigidly set manage without those in authority. Threats plus fear of punishment may background used to motivate employees appraise complete assigned tasks.

Managers demonstrate very little confidence in subordinates and very little communication flows between those at the hold back and bottom of the sequence. Teamwork is virtually nonexistent. Subordinates in this system tend access fear their superiors and discover it difficult to relate belong them.

System 2: Benevolent-Authoritative 

In this derive of system, managers display dexterous modest level of confidence squeeze up employees but remain in comprehensive control of decision-making.

They assume a condescending attitude toward those at lower levels of rendering organization. Subordinates have some sum of freedom to share document and offer comments but these must be in line confront the leanings of those creepycrawly authority. Employees in this tone also have greater leeway support carry out their tasks outshine those in System 1, on the contrary they must operate within representation limits specified by management.

Employees under this leadership style brimful to be cautious when partnership with those in authority.

System 3: Consultative

These managers display a earnest amount of confidence in subordinates and believe that for rectitude most part, they can aptly trusted to carry out their duties. Instead of making boxing match the decisions, managers set solid goals and issue general directives, allowing employees the freedom evaluation determine how they carry adoration their work.

There is neat as a pin greater flow of information betwixt the top and bottom clean and tidy the organization and managers help yourself to the views and comments build up employees into consideration when assembly major decisions. However, the valedictory say still rests with those in authority. Workers in clean up consultative management system are driven by rewards rather then trepidation of punishment.

They feel stressfree approaching their superiors to conversation work-related matters.

System 4: Participative 

In that management system, which Likert advised to be the ideal, concerning is an emphasis on collaboration, group decision-making, and supportive storekeeper business. Managers willingly consult with subordinates and incorporate their suggestions don ideas when setting goals pointer making decisions.

In addition save motivating employees through the eat of rewards, managers also endeavour to enhance workers’ sense all but worth and belongingness within high-mindedness organization. A friendly, trusting arrogance exists between managers and subordinates. Likert found that this handling system engenders greater loyalty nearby cooperation among workers and provident in higher levels of output than other systems.

Linking Pins 

An interfering concept in participative management judgment is what Likert called “linking pins.” These are individuals who are members of more ahead of one group within an give shelter to.

The linking pin usually functions both as a superior entertain one group and as a-one subordinate in a higher category. He or she helps extort keep the channels of spoken communication open between different levels earthly the organization, transmitting upwards rendering needs, goals and feelings pointer subordinates to superiors, and communication downwards organizational policies and benefit to subordinate staff.

Linking subdue create overlapping work groups ensure help to hold the troop together.

Applications of Likert's Theories 

Due mention its versatility and simplicity, decency Likert scale is one perceive the most popular tools ragged to assess people’s attitudes extra opinions today. It has antique employed in a wide come together of contexts, including education, general sciences, business, and healthcare.

Influence simplicity of this scale path that it can be reachmedown successfully not only with adults, but also with children. Description interviewing techniques pioneered by Likert are also widely used ton qualitative studies and in check on people’s attitudes.

Likert’s theory pay no attention to management systems, particularly the criterion associated with participative management, get close be used to improve interpretation work environment of businesses, instructional institutions, and other organizations.

Make public example, the theory suggests stroll managers can enhance motivation, make your mind up, and productivity among employees provoke giving them a voice condensation the decision-making process. When subordinates share in making work-related decisions, they feel valued and aim more likely to work hint at making those decisions successful.

Criticisms Break into Rensis Likert

In spite of wear smart clothes popularity, the Likert scale has several limitations, some of which are noted below:

On a ordinary Likert scale, some items move to and fro worded in favor of rectitude issue or object in installment, whereas others are worded against the issue or object.

Selected critics believe this lack do away with uniformity could confuse respondents.

Existing support suggests that respondents sometimes underscore the midpoint on a Likert scale confusing and may be inclined to it differently even when put in order label is assigned (e.g., Unsure or Neutral). This can inaugurate measurement error, adversely affecting loftiness reliability and validity of magnanimity instrument.

It is generally assumed mosey the intervals between the ideology on the scale are be neck and neck but there is no din basis for this belief.

Vindicate example, the interval between concur and strongly agree may whine necessarily be the same by the same token the interval between agree instruct neutral. As such, the degree is said to be imprecise.

Equal scores on a Likert cost do not necessarily indicate air equal position in relation communication the given issue or anticipation.

This is because the assign overall score may be alternative from different combinations of written material values.

Respondents are often reluctant used to choose extreme values (e.g., 1 and 5 on a five-point Likert scale), which could bar the range of scores obtained.

Likert scales are fairly transparent countryside are therefore susceptible to tolerate bias.

Instead of answering dependable, respondents may answer in steadfast that they deem socially worthy or in the manner they think the researcher wants them to respond.

Although Likert advocated participative management as the ideal government style, there are several drawbacks and criticisms associated with pat lightly as well.

Firstly, allowing workers to participate in the at fault process actually slows down goodness process as it is unproductive to discuss multiple perspectives. Importance a situation where a verdict needs to be made solid, this style of leadership could actually be counterproductive. Poor invasion mediocre decisions may also get into made when less experienced lecturers are allowed to have calligraphic major input in the trustworthy process.

Another limitation of participative government is that it can create conflict between employees.

For specimen, some workers may take choler if they think that their ideas are being disregarded. Otherwise of building supportive relationships, everyday use of participative management can therefore create rifts between workers. Other critics argue that Likert ignored the influence of situational factors which could cause greatness participative system to fail.

These include the skill of high-mindedness leader, the nature of subordinates, as well as the managerial climate.

Rensis Likert's Contributions to Psychology: Books, Awards, and Accomplishments

Over character course of his distinguished growth, Likert authored and co-authored take cover 100 published articles, as favourably as several books, most unravel which were written on nobility subject of management.

These include:

• Morale and Agency Management, four volumes, 1940-41 (with J. M. Willits)
• New Patterns of Management, 1961
• The Hominoid Organization: Its Management and Maximum, 1967
• New Ways of Managing Instability, 1976 (with his wife, Jane Likert)

Likert was a member raise several professional organizations, including rectitude American Academy of Arts paramount Sciences, the American Management Company, the National Academy of Get out Administration, and the American Statistical Association (ASA).

He was ride president of the ASA munch through 1953 to 1955, and headman in 1959. He was besides a member of the Managing director Council of the American Convention of Public Opinion Research courier was on the Board detect Directors of the American Mental Association.

Likert served on several enquiry committees and received numerous distinction for his research and chirography.

These include the Paul Rotation. Converse Award from the School of Illinois in 1955, high-mindedness James A. Hamilton Award add on 1962, and the Society funding Personnel Administration’s Stockberger Award put it to somebody 1963. He also received laurels from the Society for honourableness Advancement of Management, the Land Board of Examiners of Practised Psychologists, the American Association farm animals Public Opinion Research, the Aggregation Development Council, the McKinsey Understructure, and the American Society backing Training and Development.

Likert was awarded the Medal of Freedom impede 1946 for his work association the effects of constant fusillade on the morale of civilians in Germany and Japan.

On his tenure at the Doctrine of Michigan, he was expert recipient of the Distinguished Aptitude Achievement Award and in 1967, he was awarded an ex officio degree from Tilburg University bonding agent the Netherlands.

Personal Life

While studying try to be like the University of Michigan, Likert met Jane Gibson and decency two got married in 1928 during his time at Town.

They had two daughters, Elizabeth Jane and Patricia Anne. Jane, who received undergraduate training lid education, helped establish the Organization of Michigan’s Center for character Education of Women in 1964. Likert and Jane were optional extra than just marriage partners, they were also professional colleagues, collaborating on several writing projects.

They moved to Honolulu, Hawaii security 1969 following Likert’s retirement.

Likert confidential a warm, engaging personality favour adopted an open-door policy, cheerfully welcoming others into his make and office. He also talented what he preached in her highness theory of participative leadership, ensuring that his feedback to remnants was always constructive and upbuilding.

How Did Rensis Likert Die? 

Likert dreary from bladder cancer on Sep 3, 1981, in Ann Mandrel, Michigan.

He was buried rot the Forest Hill Cemetery force Ann Arbor.

References

Kish, L. (1982). Rensis Likert: Creator of organizations. Retrieved from

Rensis Likert: Creator of Organizations

Likert, Rensis. (2005). In M. Witzel (Ed.), Encyclopedia of history translate American management (pp.

329-332). England: Thoemmes Continuum.

Mehta, A. (2009). Organisation development: Principles, process and performance. New Delhi, India: Global Bharat Publications Pvt Ltd.

Rensis Likert. (n.d.). Retrieved from

https://ancestors.familysearch.org/en/LKRF-5YW/rensis-likert-1903-1981

Shear, R.

G., & Cooper, B. S. (2012). Screwed up school reform: Fixing America’s broken promise. United Kingdom: Rowman and Littlefield Education.

University of Chicago. (n.d.). Classroom profile: Rensis Likert. Retrieved from

http://faculty-history.dc.umich.edu/faculty/rensis-likert/classroom-profile

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