Rensis Likert`s 4 Management Systems

Rensis Likert`s 4 Management Systems

Organizational performance and efficiency is closely connected with the system of management and leadership style adopted by organizations Approach to management proposed by Rensis Likert is based on so called system approach to management which views organizations as systems . In general , a management system encourages one to consider the cutting across of traditional boundaries of responsibility between departments in to appreciate the objectives of the whole organization (Miner 2002 . Rensis Likert proposes a theory which helps to think about management with knowledge of human behavior and

helps to postulate conceptually the interrelationship of apparently separate and even contradictory ideas underlying management theory

Rensis Likert suggests that an organization is more likely to harness effectively its staffing resources if there is a participative style of management . On the basis of a questionnaire to managers in over 200 organizations and research into the performance characteristics of different types of organizations , Likert identifies a four-fold model of management systems . According to Likert the four management systems are System 1 (Exploitive authoritative System 2 (Benevolent authoritative System 3 (Consultative and System 4 (Participative group (Likert , 1967 . Some researchers , including Miner (2002 , state that Likert 's formal specification of concepts , such as the principle of supportive relationships , also appears to have been influenced by the results of the research . Thus the studies may be viewed as tests of the theory only in a general form (Miner , 2002 ,

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In System 1 (Exploitive authoritative ) decisions are imposed on subordinates , motivation is based on threats , there is very little team-work or communication , responsibility is centered at the top of the organizational hierarchy . A leader gets others to thing by giving them little scope to influence decisions . The main tools of his influence on subordinates are fear , threats and his authority . The authority in System 1 is based on fear and the subordinate 's perception that the leader has the ability to punish or to bring about undesirable outcomes for those who do not comply with directives for example , withholding pay rises , promotion or privileges allocation of undesirable duties or responsibilities withdrawal of friendship or support formal reprimands or possibly dismissal (Likert , 1967

In contrast to System 1 , System 2 (Benevolent authoritative ) can be describes as a condescending form of leadership . The main similarity between System 1 and System 2 is that there is limited team-work or communication . In contrast to System 1 , motivation is based on a system of rewards . Also , there is responsibility at managerial levels but not at lower levels of the organizational hierarchy (Likert , 1967 . In contrast to other systems , the affective component of attitudes therefore should not be underestimated neither can its relationship with a host of other variables concerned with the motivation and morale of individuals at work . In contrast to other management styles benevolent authoritative leaders see themselves more as conservators and regulators of the existing of affairs with which they identify Their sense of identity does not depend upon membership or work...