Likert's Principle of Supportive Relationships

Ch. 3, post #2, page 90

The principle of supportive relationships "holds that all interactions within an organization should support individual self worth and importance, with emphasis on the supportive relationships within work groups and open communication among them."

Last semester I took BUS 160 - fundamentals of management and organizational behavior - which analyzed the different systems that Likert presents but more in depth. Basically what I learned is not all organizations are the same and based on the skill base of the employees, the nature of the job itself, and whether or not there is a strong organizational culture present, determines which management style is best.

However, if all the contingency factors allow for it, participative leadership is ideal as Likert states. Within the participative leadership style there is open communication, general oversight as opposed to close supervision, and the role of the supportive peer group is emphasized.

Two years ago an interesting thing happened within the place I worked. My manager left for maternity leave and the two assistant managers (who had the same coaching responsibilities as the rest of the coaches) were left in charge to fill the manager's shoes for a couple of months. Whereas my manager employed more of a authoritative system to managing, the assistant managers were much more participative.

As a result, the whole mood in the gym was much more relaxed which made it more fun for the employees which in turn, made it more fun for the kids we teach. In addition, at the first staff meeting where the manager was back, she proudly announced that there were no more complaints then usual and our enrollment had actually gone up!

That situation proved to me that managers don't have to watch there employees like a hawk or be so aloof to be an effective manager, like McGregor pointed out in his Theory Y, I too believe that most employees seek to there best and when open communication and creativity are encouraged, employees will work harder to make their organizations more successful.