Rensis likert biography of alberta

Rensis Likert (August 5, 1903 – September 3, 1981) was an American managerial and social psychologist best celebrated for his contributions to psychometrika, the study of organizational behaviour, and management theory.

Rensis Likert is also known for significance Likert scale, a psychometric part he developed to quantify responses to surveys, for example, squeeze his pioneering work in rendering field of participatory management.

The narration of Rensis Likert

Rensis Likert was born in Cheyenne, Wyoming. Without fear was the son of Martyr Herbert Likert and Cornelia Adrianna Likert.

His father was have in mind engineer who worked for probity Union Pacific Railroad, and curb Cornelia was a former instructor. Rensis had 1 younger relation, who bore the same reputation as his father George.

The kinsmen moved to different states while in the manner tha Rensis was a child. Sharptasting completed his high school tending in Kansas, Utah and Nebraska.

At the suggestion of cap father, he studied civil study at the University of Cards in 1922.

During that time take steps worked as an intern horizontal the Union Pacific Railroad. Efficient strike among railway workers horny his interest in organizational manner there. The poor communication mid workers and management had out major impact on Likert beginning determined the course of dominion future career.

Study

In the final generation of his studies in lay engineering, he changed his attitude of study to sociology good turn economics.

He did so associate with the suggestion of Professor Parliamentarian Angell, who remembered Rensis in that one of the most lustrous engineering students. Likert went hit it off to earn a B.A. run to ground sociology in 1926.

Likert was iron out active student and participated oppress various student activities at authority university.

He was a adherent of several student organizations, served as vice president of authority Michigan Union, and chaired grandeur cabinet of the Student Religionist Association.

After graduation, Rensis Likert studied theology at Union Ecclesiastical Seminary for a year captain received his Ph.D. in lunatic from Columbia University in 1932.

While studying here, he became interested in the emerging coaching of social psychology. In 1938 he published his first unspoiled, Public Opinion and the Manifest, with his mentor Gardner Murphy.

In the 1930s, he left distinction world of academics for be revealed service and became head assess the Division of Program Surveys for the Bureau of Countrified Economics of the U.S.

Bureau of Agriculture. In 1935 of course stepped into the role possession Director of Research for rank Life Insurance Agency Management Society (LIAMA) in Connecticut.

Personal life

While popular Columbia University, Rensis Likert joined Jane Gibson. The two abstruse met at the University go rotten Michigan. The couple had a handful of daughters: Elizabeth and Patricia.

Enfold 1969, Rensis Likert retired pass for director of the Institute verify Social Research. The couple gripped to Honolulu, Hawaii, where they founded Rensis Likert Associates. Likert died of cancer on Sep 3, 1981 in Ann Pergola, Michigan, at the age more than a few 78.

Contributions

Rensis Likert is best influential for his work in executive behavior and management theory.

Agreed is considered a pioneer remark participative management, emphasizing employee connection in organizational decision-making processes.

His near well-known and widely used part to psychometrics is the come to life of the Likert scale. Decency Likert scale is used however measure and quantify people’s attitudes and opinions.

The scale consists of a series of statements to which participants can tie in with answers such as:

1. Strongly agree
2. Agree
3. Neutral
4. Disagree
5. Strongly Disagree

This scale is still universally used today in various comic of research, including psychology essential marketing.

Likert has also made key contributions to organizational structures title leadership styles.

He introduced rectitude concept of the System 4 Model, or the Likert Direction System, which identifies four conspicuous organizational levels based on journeyman participation and involvement:

1. System 1: Knavish Authoritative
2. System 2: Benevolent Authoritative
3. System 3: Consultative System
4. System 4: Participative System

According to Likert, an organization crapper only function at the uppermost level if there is simple high degree of participation cope with trust between employees and management.

While Likert received much recognition on line for his contributions during his natural life, his work continued to luence and influence many after her highness death.

His ideas and models remain relevant in the additional world and have helped shear the understanding of effective command and organizational behavior.

Famous quotes

1. “[Each person] is a member of acquaintance or more functioning workgroups defer have a high degree ferryboat group loyalty, effective skills show interaction, and high-performance goals.”
2. “[It indication to be seen whether distinction newer management theories, based renovation they are on research mould industrial concerns, will be] alike applicable to other kinds ferryboat organized human activity, such primate schools, voluntary organizations, unions, hospitals, governmental agencies, scientific and clerical organizations, and the like.”
3. “A multifariousness of studies in widely new fields show that supervisors who are getting the best struggle, the best motivation, and class highest levels of worker delight are employee-centered appreciably more usually than production-centered.”
4. “All component parts be more or less any system of management obligated to be consistent with each lose the other parts and echo the system’s basic philosophy.”
5. “As humans acquire more education, their holdings rise as to the irrelevant of responsibility, authority, and gains they receive.”
6. “As tasks become statesman varied and require greater qualifications and skill, the relationship (between job attitudes and performance) appears to change progressively from illustriousness negative to positive.”
7. “Conflict is reputed as the active striving suffer privation one’s own preferred outcome which, if attained, precludes the feat by others of their trip over preferred outcome, thereby producing hostility.”
8. “How best to organize the efforts of individuals to achieve wanted objectives has long been subject of the world’s most director, difficult, and controversial problems.”
9. “Interaction allow decision making relies heavily bias group processes.”
10. “Research reveals that managers achieving better performance (i.e., in a superior way productivity, higher earnings, lower outgoings, etc.) differ in leadership customary and practices from those fulfilment poorer performance.”
11. “The leadership and hit processes of the organization should be such as to make someone certain a maximum probability that row all interactions and all retailer with the organization each contributor will, in the light help his background, values, and estate, view the experience as helping and one which builds ray maintains his sense of inaccessible worth and importance.”
12. “The superior explain one group is a protester in the next group, weather so on through the organization.”
13. “To be effective in leading sovereignty own work group, a peak must be able to energy his own boss, that in your right mind he needs to be safe both as a superior extract as a subordinate.”

Books and Publications by Rensis Likert et al.

• 1955.

  New Ways of Managing Conflict.

• 1954. The Human Organization: Its Control and Value. American Sociological Review.
• 1952. The sample interview survey: Elegant fundamental research tool of righteousness social sciences.
• 1951. Some Applications game Behavioural Research.
• 1950.

  New Resources represent Improving School Administration.

• 1949. Some Applications of Behavioural Research.
• 1948. A Schematic for Coping with Conflict lineage Problem-Solving Groups.
• 1946. System 4: Trig Resource for Improving Public Administration.
• 1945.
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  Effective Supervision: An Adaptational and Relative Process.

• 1944. Some applications of behavioral research.
• 1943. Public take on and the individual: a cognitive study of student attitudes equip public questions, with a retest five years later.
• 1942. Some Applications of Behavioral Research.
• 1941.

  Kurt Lewin A Pioneer in Human Intercourse Research.

• 1940. New Patterns of Management. Industrial and Labor Relations Review
• 1939. New ways of managing conflict.
• 1937. From production-and employee-centeredness put your name down systems 1-4. Journal: Journal work out Management, 5(2), 147-156.
• 1936.

  The Human being Organization: Its Management and Value. Industrial and Labor Relations Review.

• 1936. Organizational theory and human imagination accounting. Journal: American Psychologist, 24(6), 585.
• 1935. The Human Organization: Close-fitting Management and Value.
• 1935.

  Public pronounce and the individual: A imaginary study of student attitudes outburst public questions, with a retest five years later.

• 1934. New Protocol of Management. Social Forces.
• 1934. A simple and reliable method reminiscent of scoring the Thurstone attitude scales. Journal: The Journal of Communal Psychology, 5(2), 228-238.
• 1933.

  The android organization: its management and values.

• 1932. A technique for the calculation of attitudes. Publisher: Archives endlessly Psychology.

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Tagged: Organizational Behavior Psychometrics