The Hawthorne Experiment and its findings.

1. Human Relation Theory: The
Hawthorne experiments
By
Ruksar Ahmend
Md Sohail Perwez
Irshad Bhatti
Riaz Ahemd

2. Human Relation Theory: The
Hawthorne experiments
• It talks about the human relation as well as the
behaviors to each other as well as the environment.
• Such relation theory was never experimented before
1924.
• At first, it is done in Western Electric Company’s
Hawthorene plant Cirero, Illioins during 1924-1932.
The experiment is directed by Elton Mayo,
Roerglisberger and Whitehead. It was sponsored by
the National Academy of Science .
• It was an experiment between lighting and
productivity.

3. Stages of Hawthorne experiment
• It were conducted in 04 major phases
1. Illumination Experiments.
2. Relay Assembly Test Room Experiments.
3. Mass Interviewing Program.
4. Bank Wiring Observation Room
Experiments.

4. Illumination Experiments
• Purpose of the Experiment: This experiment was
conducted during 1924-27 to examine the impact
of the quality and the quantity of illumination on
the efficiency of workers.
• Method of experiment: Selected employees were
divided into a test group one was in illumination
facility and other was in varied illumination
facility.
• Findings: The researcher found that productivity
increased in both group but something else was
interfering the productivity.

5. Relay Assembly Test Room
Experiments
• Purpose of the Experiment: It were conducted during
1927-28, to determine the impact of change in working
hours and working conditions on productivity.
• Method of experiment: Some women were separated
and into a room and then the productivity is noted.
• Findings: Changing variable affected the productivity ;
researchers concluded that proper rest time , choice
for selecting own team member, team work, special
treatment and sympathetic supervision have a direct
impact on higher level of productivity

6. Mass Interviewing Program
• Purpose of the Experiment: Mass Interviewing
program which include about 20000 interviews
were conducted between 1928-30 to understand
employees attitudes towards company,
supervision, promotion, insurance plans, and
wages.
• Findings: Mass Interviewing Program revealed
valuable insights about the human behavior in
the workplace such as grievance, satisfaction and
desires, relationships and values.

7. Bank Wiring Observation Room
Experiments
• Purpose of the Experiment : Bank Wiring
Observation Room Experiment was conducted
during 1931-32 to examine the effect of payment
incentives on productivity.
• Method of experiment: A group of 4 men was
selected to work on a telephone switching
equipment and the workers were paid according
to individual productivity.
• Findings: The results was surprising that
productivity was decreased that worker were
afraid to loose their job due to low performance.

8. Conclusion on the basis of Hawthorne
Studies
1. Social Unit: Employees are social beings and a factory is social unit
also ;not a techno-economic unit.
2. Group Influence: Members of a group develop a common
psychological bond.
3. Group Behavior: A typical group behavior can control individual
tendencies.
4. Motivation: Human and social motivation is more powerful.
5. Supervision: The style of supervision and leadership affects an
employee’s attitude towards work.
6. Working condition: Improved working condition in the
organization affects productivity.
7. Employee Morale: Employee morale can have intense effects on
productivity .
8. Communication: Communication helps to make decision .