THEORY pin connector Likert
This concept relates to groups within the organization overlapping supervisory emergence of the concept is here and the provider or supervisor serves as a pin connector. This structure shows the relationship between the group rather than interpersonal relationships. Organizations that embrace this concept of promoting orientation upward rather than downward. Communication, the influence of supervision and the achievement of organizational goals are directed upward. Group process in such organizations is very important because all the groups should be equally effective because the organization can not be strong if the weak groups. In his research Likert states that management styles can be classified into four namely:
System 1
Management does not have confidence in subordinates and subordinates had no authority to discuss his work with the boss. Resulting climate of this concept is the fear, threats, punishment. More communication from top to bottom. Subordinates do not trust the messages that circulate and some information to the top tend to be inaccurate. Decision-making from above. Management tends to control and lead / manage subordinates. The result: an informal organization within the company aimed at different objectives of the company.
System 2
Management is pleased to trust in subordinates as well as master and slave relationship. The decision is over but there is little opportunity for subordinates to participate in providing input on that decision. Power and control presented above. Interaction aims to achieve organizational goals. Remains of the above information and some remain subordinate to the unsuspecting. Communication to the top there is sometimes a dependent or if the employer requires information from subordinates. Organization of information there but not much different expectations / goals of the organization or supervisor.
System 3
Managers began to open up to the subordinate but not overconfident. Subordinates may freely contact / discussion with the boss and have started there is a relationship / interaction between superiors and subordinates. Good communication flow from top to bottom and vice versa. Communication to the bottom began to be accepted although with a bit suspicious. Communication to the top is generally accurate but only limited to what is cool by superiors. Public policy is made by the employer but a more specific policy submitted to subordinates / level underneath. Informal organization is the same but at the same time there are conflicting or reject management.
System 4
Similar to the theory Y. Management fully believe in subordinates. All were given the opportunity to make a decision. The flow of information up, down and crosswise. Communication to the bottom is generally accepted if it can not be ascertained and allowed no discussion between employees and managers. Interactions in the system awakened. Communication to the top is generally accurate and managers respond sincerely on such feedback. Work motivation is developed with strong participation in decision-making, setting Goal setting and appraisal.
In general, informal and formal organization synonymous with integrity between employees and managers real true / good. According to the Likert system to the 4 effect on increasing productivity and low productivity of the system first shows. According to research, some managers prefer to use the system to the 4 but the company where they work if managers prefer to use the first one.
This concept relates to groups within the organization overlapping supervisory emergence of the concept is here and the provider or supervisor serves as a pin connector. This structure shows the relationship between the group rather than interpersonal relationships. Organizations that embrace this concept of promoting orientation upward rather than downward. Communication, the influence of supervision and the achievement of organizational goals are directed upward. Group process in such organizations is very important because all the groups should be equally effective because the organization can not be strong if the weak groups. In his research Likert states that management styles can be classified into four namely:
System 1
Management does not have confidence in subordinates and subordinates had no authority to discuss his work with the boss. Resulting climate of this concept is the fear, threats, punishment. More communication from top to bottom. Subordinates do not trust the messages that circulate and some information to the top tend to be inaccurate. Decision-making from above. Management tends to control and lead / manage subordinates. The result: an informal organization within the company aimed at different objectives of the company.
System 2
Management is pleased to trust in subordinates as well as master and slave relationship. The decision is over but there is little opportunity for subordinates to participate in providing input on that decision. Power and control presented above. Interaction aims to achieve organizational goals. Remains of the above information and some remain subordinate to the unsuspecting. Communication to the top there is sometimes a dependent or if the employer requires information from subordinates. Organization of information there but not much different expectations / goals of the organization or supervisor.
System 3
Managers began to open up to the subordinate but not overconfident. Subordinates may freely contact / discussion with the boss and have started there is a relationship / interaction between superiors and subordinates. Good communication flow from top to bottom and vice versa. Communication to the bottom began to be accepted although with a bit suspicious. Communication to the top is generally accurate but only limited to what is cool by superiors. Public policy is made by the employer but a more specific policy submitted to subordinates / level underneath. Informal organization is the same but at the same time there are conflicting or reject management.
System 4
Similar to the theory Y. Management fully believe in subordinates. All were given the opportunity to make a decision. The flow of information up, down and crosswise. Communication to the bottom is generally accepted if it can not be ascertained and allowed no discussion between employees and managers. Interactions in the system awakened. Communication to the top is generally accurate and managers respond sincerely on such feedback. Work motivation is developed with strong participation in decision-making, setting Goal setting and appraisal.
In general, informal and formal organization synonymous with integrity between employees and managers real true / good. According to the Likert system to the 4 effect on increasing productivity and low productivity of the system first shows. According to research, some managers prefer to use the system to the 4 but the company where they work if managers prefer to use the first one.
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