The least-preferred coworker scale was developed by Rensis Likert in 1961. Likert observed the behaviors of managers and their staff in organizational settings, and noted that some managers favored a task-oriented management style and some favored a relationship-oriented management style. He also observed that there was a tendency for a manager to default to one management style or the other. He then created the LPC Scale to measure the tendency of a manager to favor one management style over another in order to gain a better understanding of the leadership-member relationship.

The LPC Scale consists of a series of questions that are designed to measure the respondent's attitude towards the least desirable individual in their working environment. Most questions start with "how much would you like to work with a person who..." and then provide a short description of the individual. Respondents are asked to indicate on a five-point scale how much they would like to work with that particular person. The scores for all questions are added together and the average score used to categorize the respondent’s management style as either task-oriented or relationship-oriented.

A task-oriented approach focuses on getting tasks accomplished and results achieved. Objectives and objectives set by team leads and management are carried out with clarity and minimal fuss, and personal relationships between team members are considered secondary to the task to be completed. A relationship-oriented approach is focused on personal connections between team members. In a relationship-oriented approach, the team leader is concerned with creating an environment that fosters collaboration, trust and respect.

The LPC Scale can be used to assess the leadership style of a manager and to determine the best approach to leadership for a team. It can also be used by personnel managers and other decision-makers to determine the strength and types of organizations for which a particular candidate is best suited. The results of the LPC Scale can also be used to create a more unified approach to management. When a manager is seen to value both task- and relationship-oriented approaches, a team is more likely to come together around common goals.

The LPC Scale is an effective tool for understanding the preferences of a manager in a given situation and determining the best approach to take in managing a team. It can also provide an interesting insight into individuals who are responsible for managing teams in a variety of settings. By understanding the underlying motivations that influence a manager's preferences, personnel managers and other decision makers can find better candidates who can lead their teams in the most effective ways.