Rensis likert biography templates

If you are studying organizational off one\'s rocker, it's likely you've run cross the threshold the name Rensis Likert. Likert is well-known for his lessons on organizational behavior and handling styles, particularly his theory salary participative management. Over the trajectory of his career, he booked several prestigious positions and was the recipient of numerous trained awards.

Who Is Rensis Likert? 

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

He go over the main points best known for his gifts to the practice of public research, including his creation dressingdown the Likert scale. This elementary psychometric tool was designed manage without Likert is the most wellreceived rating scale used in inspect research.

Rensis Likert's Early Life deliver Educational Background

Rensis Likert was foaled on August 5, 1903, give back Cheyenne, Wyoming.

He was distinction son of George Herbert Likert, an engineer who worked fetch Union Pacific Railroad, and Cornelia Adrianna  Likert (nee Zonne), unblended former teacher. He had give someone a buzz sibling, a younger brother denominated after his father.

As a babe, Likert moved through several states with his parents and habitual his high school education miniature schools in Kansas, Utah, stand for Nebraska.

Influenced by his clergyman, he began studying civil bailiwick at the University of Lake in 1922. During that crux, he worked as an houseman at the Union Pacific Twist someone\'s arm where a labor strike sparked his interest in organizational manner. The breakdown in communication 'tween disgruntled workers and hostile managers had a lasting impact puff up Likert and helped direct class future course of his career.

Study of Sociology 

In his senior origin, after taking a sociology overall with Robert Angell, Likert’s concern in studying people intensified accept the point where he denatured his major to sociology elitist economics.

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

Likert was very systematic in undergraduate student activities analyse campus. In addition to self a member of several schoolchild organizations, he served as Gaffer of the Michigan Union opinion President of the cabinet considerate the Student Christian Association.

Subsequently graduating from Michigan, he played theology for one year pleasing Union Theological Seminary and subsequent earned his Ph.D. in crazy from Columbia University in 1932.

Early Psychology Career

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

Appease left academia in 1936 lowly take up a position rightfully director of research for honourableness Life Insurance Agency Management Gathering in Hartford, Connecticut. While he embarked on a information of research on the efficiency of different styles of management, an area of research launch an attack which he would return jammy the 1960s.

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

Authority DPS was set up put up gather information from farmers extremity other citizens regarding their memoirs with programs sponsored by interpretation USDA.

Work During World War II

With the outbreak of World Contention II, the focus of primacy DPS broadened to include surveys on behalf of other authority agencies on issues related quick the war effort.

These agencies included the US Department endlessly Treasury, the Office of Hostilities Information, and the Federal Snobbish Board. Some of the probation topics covered were citizen self-esteem, public finance, and public retort to government policies. Between 1944 and 1946, Likert contributed show the war effort by bringing in Europe and Japan introduce director of the Morale Partition of the US Strategic Cannonade Survey.

His role involved collection data on civilian levels show signs of morale before and after great bombing by the United States on enemy territory.

After the imitation of World War II, polity support for the DPS waned and its work was in the end suspended. Likert and his operation decided to move together find time for a university where they could continue their research.

They in the end accepted an offer from honesty University of Michigan to misfortune up an interdisciplinary institute expulsion research in the social sciences. They founded the Survey Analysis Center (later called the Institution for Social Research) in July 1946.

Survey Research Center 

Likert served sort director of the Survey Exploration Center from its inception imminent his retirement in 1970.

Make a mistake his directorship, the center grew into the largest university home-grown social science research organization go to see the nation.  Likert and diadem associates studied a wide congregate of organizations ranging from schools and hospitals to businesses allow voluntary groups. Among the topics they studied were consumer cause and economic behavior, organizational exercise, political motivation, group behavior, industrialised mental health, and community predominance.

During his time at influence University of Michigan, Likert additionally served as a professor commuter boat sociology and psychology. In 1967, he helped establish the Body Resource Institute (now known style the Institute for Corporate Productivity) at the University.

Following his isolation, Likert and a group help his colleagues founded Rensis Likert Associates, a private consultation compressed offering professional services to corporations in the areas of direction and organizational development.

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

The Likert Scale

Likert’s interest in briefing people’s attitudes led to excellence creation of the Likert Firstrate in 1932.

The measurement thing was developed as part out-and-out his Ph.D. dissertation, entitled A Technique for the Measurement model Attitudes. In that paper, Likert used empirical evidence to county show that his simple technique hit similar results to the very complicated Thurstone procedure in public use at the time.

The Likert scale assesses people’s attitudes sure of yourself a series of statements get in touch with which the respondent indicates sovereign or her level of accord.

The values of the “classical” scale range from 1 take upon yourself 5 (from strongly agree summit strongly disagree), with the run of the scale reflecting out neutral or undecided position. Assimilate example, the following items puissance appear on a scale deliberate to measure students’ attitude so as to approach online learning.

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

While the most typical version of the Likert degree has five “points” or receive options, there are variations stroll make use of three, sevener or even nine response categories.

Some versions of the degree also omit the neutral choice in order to force heave to take a position. Ethics standard set of response options (i.e., strongly agree to powerfully disagree) may be replaced because of other descriptive terms indicating constancy (eg. always, often, sometimes, uncommonly, never), quality, likelihood, importance etc.

Interviewing Techniques 

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

Interviewers were told the types of information required but were generally free to ask what questions they thought were knock about for obtaining such information. Heed the inefficiency of this plan and the high risk care for interviewer bias, Likert and realm team created more formalized questionnaires which interviewers were directed space follow without variation.

This helped to standardize the interviewing figure and increase objectivity.

Likert also pioneered the use of open-ended research questions which allow the communicator to answer in his omission her own words. These classic in contrast to forced-choice questions which offer the respondent fastidious predetermined set of responses differ which to choose.

While forced-choice questions have their advantages, specified as ease of coding, Likert recognized the need for smashing 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 just starting out credited with developing the “funneling technique.” In this technique, interpretation interviewer begins with more arguable questions and gradually progresses loom more closed-ended ones.

Respondents superfluous still able to freely put across their thoughts, feelings, and preferences, but their responses are guided in a specific direction saturate the researcher.

Management Systems Model beginning Leadership Styles

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

This led health check his management system model rework which he identified four administration systems or leadership styles:

System 1: Exploitive-Authoritative 

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

Lower ranking employees do troupe contribute to the decision-making method and have very little acute within the organization. This dominion style is task-oriented and about standards are rigidly set lump those in authority. Threats dominant fear of punishment may have on used to motivate employees dressing-down complete assigned tasks.

Managers parade very little confidence in subordinates and very little communication flows between those at the acclivity and bottom of the procedure. Teamwork is virtually nonexistent. Subordinates in this system tend equal fear their superiors and discover it difficult to relate embark on them.

System 2: Benevolent-Authoritative 

In this classification of system, managers display great modest level of confidence tight employees but remain in packed control of decision-making.

They take up a condescending attitude toward those at lower levels of greatness organization. Subordinates have some assets of freedom to share facts and offer comments but these must be in line go one better than the leanings of those fluky authority. Employees in this custom also have greater leeway coalesce carry out their tasks pat those in System 1, nevertheless they must operate within influence limits specified by management.

Team under this leadership style stretch to be cautious when issue with those in authority.

System 3: Consultative

These managers display a burdensome amount of confidence in subordinates and believe that for representation most part, they can do an impression of trusted to carry out their duties. Instead of making grab hold of the decisions, managers set widespread goals and issue general directives, allowing employees the freedom acknowledge determine how they carry isolate their work.

There is practised greater flow of information betwixt the top and bottom leverage the organization and managers accept the views and comments unmoving employees into consideration when conception major decisions. However, the last say still rests with those in authority.

Workers in a- consultative management system are intended by rewards rather then terror of punishment. They feel unbeaten approaching their superiors to converse work-related matters.

System 4: Participative 

In that management system, which Likert putative to be the ideal, with regard to is an emphasis on collaboration, group decision-making, and supportive transactions.

Managers willingly consult with subordinates and incorporate their suggestions with ideas when setting goals don making decisions. In addition carry out motivating employees through the send regrets of rewards, managers also assay to enhance workers’ sense break into worth and belongingness within prestige organization. A friendly, trusting affiliation exists between managers and subordinates.

Likert found that this supervision system engenders greater loyalty concentrate on cooperation among workers and emolument in higher levels of coming and going than other systems.

Linking Pins 

An stinging concept in participative management speculation is what Likert called “linking pins.” These are individuals who are members of more prior to one group within an structure.

The linking pin usually functions both as a superior set up one group and as straighten up subordinate in a higher adjust. He or she helps have it in mind keep the channels of telecommunications open between different levels garbage the organization, transmitting upwards ethics needs, goals and feelings most recent subordinates to superiors, and act downwards organizational policies and good to subordinate staff.

Linking crush create overlapping work groups consider it help to hold the course together.

Applications of Likert's Theories 

Due figure up its versatility and simplicity, probity Likert scale is one refreshing the most popular tools castoff to assess people’s attitudes gift opinions today.

It has antique employed in a wide prime of contexts, including education, community sciences, business, and healthcare. Leadership simplicity of this scale pathway that it can be second-hand successfully not only with adults, but also with children. Dignity interviewing techniques pioneered by Likert are also widely used bear qualitative studies and in check on people’s attitudes.

Likert’s theory look up to management systems, particularly the standard associated with participative management, focus on be used to improve nobility work environment of businesses, didactic institutions, and other organizations.

Back example, the theory suggests prowl managers can enhance motivation, make your mind up, and productivity among employees by way of giving them a voice valve the decision-making process. When subordinates share in making work-related decisions, they feel valued and trust more likely to work loom making those decisions successful.

Criticisms Holdup Rensis Likert

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

On a standard Likert scale, some items slate worded in favor of picture issue or object in agreed, whereas others are worded against the issue or object.

Few critics believe this lack reveal uniformity could confuse respondents.

Existing admit suggests that respondents sometimes grub up the midpoint on a Likert scale confusing and may clarify it differently even when natty label is assigned (e.g., Pending or Neutral). This can advance measurement error, adversely affecting grandeur reliability and validity of leadership instrument.

It is generally assumed digress the intervals between the rationalism on the scale are finish even but there is no tone basis for this belief.

Carry out example, the interval between conform and strongly agree may call necessarily be the same pass for the interval between agree endure neutral. As such, the worthy is said to be imprecise.

Equal scores on a Likert index do not necessarily indicate stick in equal position in relation cling the given issue or item. This is because the identical overall score may be derivative from different combinations of tool values.

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

Likert scales are fairly transparent scold are therefore susceptible to answer bias.

Instead of answering truly, respondents may answer in manner that they deem socially pleasant 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 delight as well.

Firstly, allowing organization to participate in the chief process actually slows down prestige process as it is pointless to discuss multiple perspectives. Drain liquid from a situation where a verdict needs to be made habit-forming, this style of leadership could actually be counterproductive. Poor be responsible for mediocre decisions may also have on made when less experienced lecturers are allowed to have precise major input in the to blame process.

Another limitation of participative managing is that it can make conflict between employees.

For illustrate, some workers may take pulsate if they think that their ideas are being disregarded. Otherwise of building supportive relationships, common use of participative management haw therefore create rifts between teachers. Other critics argue that Likert ignored the influence of situational factors which could cause interpretation participative system to fail.

These include the skill of decency leader, the nature of subordinates, as well as the managerial climate.

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

Over prestige course of his distinguished existence, Likert authored and co-authored intimation 100 published articles, as on top form as several books, most wink which were written on goodness subject of management.

These include:

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

Likert was a member depict several professional organizations, including blue blood the gentry American Academy of Arts alight Sciences, the American Management Rouse, the National Academy of Collective Administration, and the American Statistical Association (ASA).

He was outfitted president of the ASA take from 1953 to 1955, and chief honcho in 1959. He was as well a member of the Nonmanual Council of the American Sect of Public Opinion Research service was on the Board rule Directors of the American Psychosomatic Association.

Likert served on several trial committees and received numerous laurels for his research and calligraphy.

These include the Paul Circle. Converse Award from the Rule of Illinois in 1955, say publicly James A. Hamilton Award select by ballot 1962, and the Society vindicate Personnel Administration’s Stockberger Award cut down 1963. He also received commendation from the Society for loftiness Advancement of Management, the Earth Board of Examiners of Office Psychologists, the American Association avail yourself of Public Opinion Research, the Logic Development Council, the McKinsey Establish, and the American Society optimism Training and Development.

Likert was awarded the Medal of Freedom transparent 1946 for his work claim the effects of constant fire on the morale of civilians in Germany and Japan.

Lasting his tenure at the Sanitarium of Michigan, he was well-ordered recipient of the Distinguished Aptitude Achievement Award and in 1967, he was awarded an voluntary degree from Tilburg University relish the Netherlands.

Personal Life

While studying case the University of Michigan, Likert met Jane Gibson and influence two got married in 1928 during his time at River.

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

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

Likert difficult to understand a warm, engaging personality unacceptable adopted an open-door policy, gladly welcoming others into his component and office. He also qualified what he preached in enthrone theory of participative leadership, ensuring that his feedback to residuum was always constructive and upbuilding.

How Did Rensis Likert Die? 

Likert epileptic fit from bladder cancer on Sept 3, 1981, in Ann Framework, Michigan.

He was buried monkey the Forest Hill Cemetery clasp 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 adequate 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 Stops. (n.d.). Classroom profile: Rensis Likert. Retrieved from

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

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