The Hawthorne Experiments conducted by Elton Mayo from 1924-1932 consisted of four parts that studied the impact of various work conditions on worker productivity. The experiments found that changes to factors like lighting levels, pay incentives, work hours and breaks resulted in higher productivity, likely due to the positive effects of attention paid to workers and strengthened social bonds within groups. The experiments helped establish the concept of the "Hawthorne Effect" and showed that productivity is influenced by non-physical work factors like social dynamics and feelings of recognition.

1. Hawthorne Experiments
by
Elton Mayo
P.ROHITH KRISHNASAI
161433
Pgdmtopics.blogspot.in

2. Who is Elton Mayo?
 Industrial Researcher
Psychologist and Sociologist
 12/26/1880 – 9/7/1949
 Active Australian Psychologist

3. Mayo's Contribution….
 Human Relations Movement
 The Social Problems of an Industrial Civilization
(1933)
 Training Within Industry Supervisor Training

4. Hawthorne
Experiments…?

5. The experiments conducted in four
parts
 Illumination Studies
Relay Assembly Test
Experiments
 Mass Interview Program
Bank Wiring Observation Group

6. Illumination Studies 1924-1927
 Funded by General Electric
 Conducted by The National Research Council (NRC) of the National Academy of
Sciences with engineers from MIT
 Measured Light Intensity vs. Worker Output
 Result :
 Higher worker productivity and satisfaction at all light levels
 Conclusions:
 Light intensity has no conclusive effect on output
 Concept of “Hawthorne Effect” was created

9. Relay Assembly Test Experiments
 1927-1929
 Manipulated factors of production to measure effect on output:
 Pay Incentives
 Length of Work Day & Work Week
 Use of Rest Periods
 Company Sponsored Meals
 Results:
 Higher output and greater employee satisfaction
 Conclusions:
 Positive effects – 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

10. Relay Assembly Room #2Relay Assembly Room #2
• 1928-1929
• Measured effect on output with compensation rates
• Special observation room
• 1st
Session- Relay Assemblers changed from departmental
incentive to small group incentive
• 2nd
Session - Adjusted back to large group incentive

12. Mica Splitting Test Group
 1928-1931
 Measured output with changes to work conditions only:
 Special Observation Room
 Length of Work Day
 Use of Rest Periods
 Workers stayed on established Piece-rate compensation
 Result:
 Productivity increased by 15% over standard output
base
 Conclusions:
 Productivity is affected by non-pay considerations
 Social dynamics are a basis of worker performance

13. Plant Interview Program
 1925-1927 – Objective Questions
 Work Conditions
 Work Relationships
 Yes/No Answers
 1928-1932 – Conversational / Non-directive
 Attentive Sympathetic Listening
 Concern for personal needs
 Increased in time from 30-90 minutes

14. Bank Wiring Observation Group
• 1931-1932
• Limited changes to work conditions
• Segregated work area
• No Management Visits
• Supervision would remain the same
• Observer would record data only – no interaction with
workers
Result:
• No appreciable changes in output

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