its a ppt oh human relationship approach also called Hawthorne experiment or HRA it is a topic of organisational behaviour in MBA 1 YEAR

1. HUMAN RELATION APPROACH
BY ELTON MAYO
MBA -1 YEAR
SUBMITTED TO, SUBMITTED BY,
MR. K.N. CHAUBE AQEEBA HUSAIN

2. INTRODUCTION
• RESEARCH BACKGROUND
• HAWTHORNE’S EXPERIMENT
 Illuminated Intensity variation
 Relay Assembly Test Room
 Mass Interviewing Programme
 Bank Wiring Observation Room
• CONCLUSION

3. HAWTHORNE EXPERIMENT
• THE EXPERIMENT WAS CONDUCTED BY ELTON MAYO AND HIS TEAM IN
1927
• THE EXPERIMENT ALSO KNOWN AS ‘HAWTHORNE EXPERIMENT’
• ELTON MAYO FAMOUSLY KNOWN AS THE FATHER OF “HUMAN
RELATION SCHOOL”
• THIS EXPERIMENT WERE CONDUCTED AT THE HAWTHORNE PLANT OF
THE Western Electric Co. Cicero, Illinois, (USA)

5. ILLUMINATION EXPERIMENT
• AIM- Illumination experiments were
undertaken to find out how varying levels of
illumination (amount of light at the workplace,
a physical factor) affected the productivity.
• EXPERIMENT-
 Two Groups Were Made as ‘experimental group
and control group ‘
 Changes were made in experimental group to
test the productivity speed
 But control group remains constant
• RESULT- It was concluded that illumination did
not have any effect on productivity until it was
decreased to the level of moon light . But it was
something else which interfering with the
productivity
• THUS ANOTHER EXPERIMENT WAS
UNDERTAKEN

6. RELAY ASSEMBLY TEST ROOM STUDIES
• AIM- TO DETERMINE THE EFFECT ON VARIOUS JOB CONDITION IN GROUP ACTIVITY
• EXPERIMENT- Two girls were chosen and asked to chose more girls as a co-worker .
• One supervisor associate to explain every incremental changes and record results.
• Four types of changes were made:
1. Pay incentives
2. Length of day work & day week
3. Use of rest period
4. Company sponsored meals
• Management visit/ special attention
• RESULT: Most changes resulted in higher output and reported greater employee satisfaction
• CONCLUSION- Experiments yielded positive effects even with negative influences - workers’ output will increase
as a response to attention Strong social bonds were created within the test group. Workers are influenced by
need for recognition, security and sense of belonging

7. MASS INTERVIEWING PROGRAME
• AIM- TO STUDY THE HUMAN BEHAVIOUR OF A COMPANY
• EXPERIMENT- No. of interviews conducted with about 20000 employees
• This experiment was to determine the employees attitude towards the companies , supervision insurance plan ,
wages and promotion
• This interview Is based on ‘direct questioning’ but later it was change to ‘indirect type’ . Just to know what
workers had to say regarding the companies matters
• RESULT- During the course of interviews, it was discovered that workers’ behaviour was being influenced by
group behaviour. However, this conclusion was not very satisfactory and , therefore, researches decided to
conduct another series of experiments. As such, the detailed study of a shop situation was started to find out
the behaviour of workers in small groups

9. BANK WIRING OBSERVATION ROOM
• AIM- TO DETERMINE AND ANALYSIS OF SOCIAL ORGANIZATION AT WORK
• EXPERIMENT- In this workers, a group of 14 male were formed into a small work group. The men were engaged in the
assembly of terminal banks for the use in telephone exchanges experiment.
• Affect of payment incentives on productivity
• FEW SPECIAL CONDITION
 1.Segragated worker area
 2. No management visit
 3. Supervision remains the same
 4. Observer would record data – no interaction with workers
• RESULT- Output was lower than what company has determined .
• REASONS;
 1. Fear of unemployment
 2.Fear of raising the standards
 3. protection if slower workers
 4. satisfaction on the part of management

10. CONCLUSION

11. THANKYOU