Hawthorne Effect Ethnography

Hawthorne Effect Ethnography
Miguel Huerta
Anth 232
Dr. English–Lueck
3/14/17
Write–up 4 (Design Chpt 8 & 9)
Physical space can inform researchers on how people interact with that space, and influence social
behavior. Applied anthropologists have a very important tool in their practitioner's toolkit that
allows them to disseminate behavior, actions, and help create spaces that will meet the needs of the
population using ethnography. Ethnography allows practitioners to use their observational skills to
improve the design of a product, landscape, environment, or assist with an infrastructural design
based on the needs of the individuals that will access such facilities (Rijsberman 2012). To do so, it
is extremely important to know the impact of physical surroundings and environmental behavior
and understand that environments have a strong influence on people's interaction with the physical
landscape.
The chapters assigned for this week focused on observing physical spaces and observing
environmental behavior. It is important to observe physical traces, physical surroundings, which
display how people interact with other individuals and that environment (Zeisel 2006). One of the
big topics of chapter 8 was how individuals change their environment to meet their needs. For
example, this can be observed when individuals create their own walkway or path. Around San Jose
State there ... Show more content on Helpwriting.net ...
Hawthorne effect basically means those that are being observed for research will change the way
they act (Zeisel 2006). Researchers involved in various projects need to understand that individuals
will change the way they act if they know they are being observed. This can affect the data one
receives so it is important to consider in data analysis. It is particularly important to understand such
effect on the people that are being observed and mitigate the impact by being inconspicuous as
possible and blending with the crowd when
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Elton Mayo Human Relation Theory
When we think of manager everyone gets the same image in their head of such. Someone going
around giving orders and making sure employees do what they have been ordered to do. At one
point managers focused on the productivity and efficient division of labor and workers as an
extension of machinery also known as Scientific Management. But in the years after WW2, there
was an almost immediate change to this because of the introduction of The Human Relations
Theory, also known as the behavioral theory of management. This theory saw workers in a different
light; they were now seen as thinking beings with needs who liked to receive attention. Companies
eventually saw that attention motivated employees and even allowed them to get more out of
themselves for the benefit of the organization. The man known to have discovered the behavioral
theory of management was Elton Mayo. Elton Mayo (12/26/1880–09/07/1949) was a psychologist,
industrial researcher, and organizational theorist. He was educated at medical schools in Edinburgh
and London but lost interest in medicine at the University of Adelaide. In 1922 Mayo left the United
States of America. There he acquired a Rockefeller grant there enabling him to investigate the high
turnover at the textile mill. This work got the attention of the Harvard school of administration
where he became a professor of industrial research in 1929 this led to him conducting research into
personal and social factors determining work output at the

Beneficial Management Contributions
Every organization begins with a dream. A dream created by entrepreneurial minds at work. When
an organization is put together a person's vision is coming to life. The same vision foreseen in their
dreams is becoming a reality. This is amazing but can be very scary as well as there are numerous
risks involved that can bring on the worse of out comes; a shattered vision. A valuable key to ensure
the vision does not crumble at it's very foundation is management. Management is "the process of
working with people and resources to accomplish organizational goals" ( Bateman, and Snell). Now
we must ask, is there one fool proof management blueprint to guide the way to an organization's
inevitable success? As wonderful as that would be ... Show more content on Helpwriting.net ...
Douglas McGregor was born in 1906. In McGregor's earlier years he worked with his grandfather at
his institute for transient laborers in Detroit. During this time McGregor formed a close relationship
with Abraham Maslow and was greatly influenced by his work. He became influenced by scientific
management and thought in terms of the larger picture. During this time McGregor developed his
greatest contribution to management, the X–Y theory.
The X–Y theory is included in organization behavior. "Organizational behavior studies and
identifies management activities that promote employee effectiveness through an understanding of
the complex nature of individual, group, and organizational process." (Bateman, Snell). The X–Y
theory says that there are two types of managers differentiating in management style. Theory X says
the average employee dislikes working and if at all possible, would avoid working. Because of their
nonexistent desire to work, management must apply force with threats of punishment to enable the
employee to work towards organizational goals. Management must continually observe the worker
to ensure they are doing as they are told. Theory Y says that people will willingly apply themselves
in their work. They will apply self control and

Nathaniel Hawthorne The Effects Of Sin In Scarlet Letter
Nathaniel Hawthorne, the author of The Scarlet Letter, focuses the majority of the book on sin and
the effects of sin on the protagonist's daily lives throughout the book. This standard essentially goes
with the Puritan ideals with punishment. The main protagonist, Hester Prynne, is the primary target
for these harsh effects. Nathaniel Hawthorne uses the novel The Scarlet Letter to appeal to the
Puritanical ideals of this era, mainly the idea of sin because of Hester Prynne, Reverend
Dimmesdale, and Roger Chillingworth, the other two main protagonists of the novel, and their
encounters with the punishments they endured.
At the beginning of the book, Hester held this guilt by her sin with the scarlet letter. The letter is
worn on the outside

Elton Mayo And Alienation
Frederick Taylor, Elton Mayo, and Alienation
The nineteenth century was a time ripe with progress and hope due to booming industrialization. As
organizations and workforces grew, people looked for ways to increase their productivity and profit
margins. New ideas were needed to satisfy both business owners and their employees and as such,
along came theorists such as Marx or other contributors like Frederick Taylor and Elton Mayo.
Taylor produced a management style coined Scientific Management whereas Mayo took a slightly
different route and conducted the Hawthorne studies. Over the years theorists such as Marx, with his
wildly popular theory about alienation in the workplace, have shaped our view of how management
should be conducted in ... Show more content on Helpwriting.net ...
He believed that these employees were easily replaceable for less pay. These kinds of procedures
and ideas created an environment that was ripe for alienation. In an attempt to satisfy workers, "In
return for a workers lost dignity, freedom, power and skill, Taylor promised higher pay" (Hoopes
48). Taylor also created the "differential piece rate" (Hoopes 38) which would further alienate
workers from each other, claiming it improved production. Overall, Taylor's theory of scientific
management created a good environment for business owners but it only fueled alienation between
the workers and the workers and society. Elton Mayo is best known for the Hawthorne effect. Mayo
was well educated, studying at several different universities including engineering at the University
of Glasgow. Mayo faced a lot of rejection during his career but his work greatly influenced our
working environments today. He believed that industries were destroying communal harmony and
that production would increase if the workers were better taken care of. He is quoted as saying that
workers must rise above "indignation and frustration which the...new industrial society forced on
workers" (Hoopes 130). These new managerial styles in addition to a capitalist leaning society
created an unfriendly environment for the majority of workers. Despite his attempts, his theories and
ideas often fell

Teachers ' Expectations Influence Pupils ' Performance
This essay will look at whether teachers' expectations influence pupils' performance by discussing
areas such as classroom dynamics, student circumstances, teacher's beliefs and student/teacher
relationships. Through this analysis it will bring in concepts such as the 'self–fulfilling prophecy',
The Hawthorne effect and Rosenthal's Pygmalion. Throughout the overall discussion it will utilise
the main authors and studies in this field whilst creating a balanced argument.
Before looking at the theories and studies that support the argument it is important to look at two
individual but interconnected factors that can influence pupils' performance. Studies have found that
in some cases teachers' develop their expectations based on reliable criteria, such as past academic
performance or classroom behaviour (Dusek & Joseph, 1983). Moreover, research conducted by
Rist (1970) sheds light on the idea that teachers generally have a preconceived idea of what it takes
for a student to succeed academically, thus, explaining, the majority of teachers believe that there is
an ideal type of student who possess specific characteristics which will insure academic success.
However despite this, Dusek & Joseph (1983) conducted an analysis of various studies in order to
determine the bases of this argument and found that gender and belonging to a one–parent family
were usually not determinants of teacher expectations.
Another factor that can influence teachers' expectations of a student is

Annotatory Tract Infection Paper
Every year a familiar scene plays out in clinic waiting rooms, chairs filled with miserable patients
waiting to see their physician with complaints of a never ending cough and a constant nasal drip.
More than likely, these patients will receive a prescription for antibiotics, but should they? Most
acute respiratory tract infections (ARTIs), do not require an antibiotic, the symptoms will resolve
themselves over time without antibiotic treatment. Healthcare experts and scientists have warned the
public about the dangers of overusing antibiotics, and there are thousands of studies to support that
fact, but no one is listening. Patients are convinced they need to have antibiotic treatment, and
somehow their time is wasted if they leave empty ... Show more content on Helpwriting.net ...
The authors of the study are confident that their quality improvement approach can be successfully
replicated in other family practice clinics. The methods used by the project could be easily
implemented, the materials from the CDC's Get Smart about Antibiotics are inexpensive and readily
available. The article does suggest that their study may have a serious flaw, called the Hawthorne
Effect. The Hawthorne Effect or an observer effect acknowledges that both physicians and patients
were fully aware they were participating in a quality improvement project. The project would have
been more efficient if the participants were unaware they were being evaluated. When individuals
believe they are not being observed the results tend to be more trustworthy. Ultimately, the project
proved its hypothesis and educated individuals about the risks of overusing antibiotics. Eventually,
patients and physicians will learn to be cautious, and let viral infections run their natural

The Hawthorne 's Effect On Human Relations
Summary of Concept
The Hawthorne effect is the tendency when people are monitored, watched, or treated differently
within a setting they tend to work harder. They may change their behavior due to the attention they
are receiving from supervisors rather than manipulation of independent variables. The Hawthorne
test studies began in 1924–1933 in three stages at Western Electric Company in Cicero, Illinois.
Under the supervision of Elton Mayo, who was an industrial research professor at Harvard
University conducted this study. The Hawthorne officials did not anticipate how long these studies
would last, however, the results found within these experiments sets them apart as a significant
theory in behavior and human relations. The Hawthorne studies are considered to be one of the most
important studies in human relations because it was the first study to introduce other factors beyond
pay that can contribute to worker productivity. Also, this study altered the common perception of
employees as machines. This research may be common knowledge in the 21st century, however, the
Hawthorne studies began a legacy of questioning and improving the relationship of attention and
productivity. In 1924 the National Research Council funded a study to see if workers would become
more productive with different levels of lighting in the factory. The researchers hypothesized that
increasing factors such as meal periods would increase productivity and dimming the lights would
decrease

What Is Good Management Skills?
Introduction
Management is a complex, diverse and eclectic domain involving aspects of technical, economic,
political, cultural, psychological and communicative nature (Alvesson and Deetz, 2000).
There is no proper timeline to when the process management started. There are a lot of management
process techniques and theories, which existed before historians coined the term. One cannot say
that the pyramids of Egypt could have been constructed without any managerial skills, it would
certainly be impossible for Alexander the great to have started his journey to conquer the world
without putting forward any plan or the British empire to establish their hegemony without any
managerial skills. The only difference is at that time the tasks were performed by kings and his
ministers, making them managers; slaves could be referred to as workers. Examples of good
management skills are still being witnessed in some of the old civilisations, which are found by
archaeologists in their search. Later as civilisations started to grow and started their process of
higher grounds and started gathering knowledge about human needs and requirement, more specific
research started to take place to improve lives of people. This became a way to offer more
opportunities.
Industrial revolution
By the 17th century the needs of the people started to grow and people started to look for alternative
ways to perform a task, easier ways which could also give more productivity and better products,
further

The Impact Of Mass Media On Children
Mental health problems have been affecting nearly every society in some way, shape, or form for as
long as we can remember. According to the World Health Organization, approximately one million
people die from suicide every year (Schaefer, 2018, p. 6). Durkheim also noted that the suicide rate
in a society reflects how well the people were integrated in the society (Schaefer, 2018, p. 7). The
problem that I want to focus on revolves around how marketing to children teaches them values,
like material objects and money, that will eventually lead to higher rates of anxiety and depression
at an earlier age. It is known that the mass media strongly influences kids ages 12 to 17, but the age
at which kids gain access to technology is starting to decline (Schaefer, 2018, p. 90). Gradually, we
can see how the media has an overwhelming effect on the youth from the way children think about
their future and their career path to the way that they play. This is directly observed in a nationwide
survey of incoming college freshmen which shows that values having to do with money and power
rose from 42 percent in 1966 to 82 percent in 2015 (Schaefer, 2018, p. 63). If corporations
constantly promote the idea that having more things will lead to happiness, then when kids can't
have those things they start to believe that they can't be happy without them. Method In this study,
the first variable that will be measured are the time kids (age five to twelve) spend either watching
TV or on

The Effect Of Community In The Minister's Black Veil By...
The well–known American novelist in the Dark Romantic era, Nathaniel Hawthorne, wrote and
published the short story, "The Minister's Black Veil", in 1836. Reverend Hooper lives in the small
New England town of Milford. One Sabbath morning, Reverend Hooper delivers a sermon while
wearing a black veil. In the short story "The Minister's Black Veil" by Nathaniel Hawthorne, Mr.
Hooper's relationship with his community is affected in a negative way because the veil distances
him from his congregation. For instance, while giving the sermon the community was affected
causing a commotion " such was the effect of this simple piece of crape, that more than one woman
of the delicate nerves was forced to leave the meetinghouse" (lines 69–70). This demonstrates

Torrance And Creativity
Dr. Torrance and Creativity
Dr. Ellis Paul Torrance was a very creative individual whose work with the aging population he has
influenced program offerings at Kansas State University. The objectives of this paper include
discussing Dr. Torrance's background, a reflection of his work in creativity, how his work has
influenced program offerings, and how Dr. Torrance's work could impact our work with aging.
Lastly, I will discuss what I have learned from studying him.
Dr. Ellis Paul Torrance was born in 1915 to a farming family in rural Georgia (Childs, 2013). He
started school late, at age seven due to a learning disability, but through encouragement from
teachers and family, Dr. Torrance became an avid reader and writer, often winning writing ... Show
more content on Helpwriting.net ...
He noticed that students labeled as difficult may actually have creative potential that just hadn't been
tapped into (Bert 2012). With further research, education, and as a counselor and psychologist in the
US Army, Dr. Torrance began his life long interest and journey into creativity (Bert 2012). In 1946,
after leaving the Army, Torrance started his career at Kansas State College in the counseling bureau
where soon after he was transitioned into the role of Dean of Men and a few years later returned as
Director of the Counseling Bureau and professor of psychology (Bert 2002). In 1951, he was
appointed Director of Survival Research in the Air Force, and in1957 he developed a definition of
survival creativity, "whenever one is faced with a problem for which he has no practiced or learned
solution, some degree of creativity is required" (Millar, 1995). During his time at the Air Force, he
wrote 135 research papers with his colleagues on survival and creativity and began designing
creativity tests (Bert, 2002). His research studies continued and he began to publish books and more
research studies(Childs, 2013). As a professor of educational psychology at the University of
Georgia, he invented the "Torrance Tests of Creative Thinking" setting the standard for measuring
creativity (Bert, 2002). He also developed the Future Problem Solving Program, which is known all
over the world (Bert, 2002). Throughout his long career, Dr. Torrance authored over 2000 books and
research articles, and was a much sought after speaker and lecturer (Childs,

The Hawthorne Effect
University of Phoenix Material TEAM C
History and definition of Hawthorne Effect | The Hawthorne Effect was first discovered in the 1920s
and 1930s, during a research program studying productivity among workers at the Western
Electrical Company's Hawthorne Works in Chicago (McCartney et. al, 2007). It was observed that
no matter what circumstantial changes were made, the productivity of the workers increased. This
observation was hypothesized as workers performance increased due to an increase of individual
attention. In today's research, the Hawthorne effect is a form of reactivity where individuals alter
their behavior to highlight improved aspects of their characteristics during observation. | Example ...
Show more content on Helpwriting.net ...
| Strategies to avoid the Hawthorne Effect (at least two) | The Hawthorne Effect appears when we
measure employee attitudes or behaviors – when people know they're being measured, they modify
their behavior.One strategy to avoid the Hawthorne Effect would be by reducing the overall
measurement effort and accounting for Hawthorne distortion, one can measure less and get a lot
more value from the effort. Here are three keys to effective measurement: * Measure what is
objectively measurable. Judgment isn't only objectively measurable. * Measure only what you hope
to control. Have in mind actions you can take that directly influence trends in whatever you
measure. * Understand the Hawthorne Effect: if people know they're being measured, they alter
their behavior to optimize the measurement (Brenner, 2012).Another strategy to avoid the
Hawthorne Effect is by simply doing any measurement by discretion. To do this simply take
measurements that are outside the awareness of most of the employees. Depending on the situation,
the interpretation can give you some results very clearly or the specific situation. Things to measure
are: * Voluntary turnover rate * Company Facebook complaint gripes * Number of sick days and
vacation days used (percentage) * Employee Fueds * Percentage of Lateness of employees in
days/dollars (Brenner,

The Human Relations Movement Of George Elton Mayo
Managers throughout history have been interested in studying ways to increase productivity. For
example, Frederick Taylor began the movement of scientific management in the 1880's. Scientific
management looked to improve productivity through means of scientific analysis of worker's tasks
and work processes rather than the old "rule of thumb" (Taylor, 1914). Taylor believed that he could
maximize worker efficiency and productivity through focusing on workers specific hand motions
and patterns. After this period, beginning in about the 1930's, managers looked to take productivity
to yet another level by studying worker physiology and motivation. This new movement came to be
known as the human relations movement. George Elton Mayo is credited with founding the human
relations movement. Mayo conducted an experiment in the 1920's and 1930's know as the
Hawthorne study. Two of the main aspects of the study centered around illumination in the work
place and varying levels of break time and work hours (Wickström, 2000). The illumination study
consisted of four different experiments over the course of three years. In each experiement, there
was a control group and a study group. In the varying studies, the researchers experimented with
varying levels of light and varying sequences of increasing and decreasing the level of light
("Hawthorne effect"). Throughout the experiments, researchers would often find patterns of
increased productivity, leading them to believe that they had

Hawthorne Effect Observation
To begin with, this is a qualitative research paper that is based on observing two small micro–level
groups. Microsociology is the study of small groups, often through experimental means. My natural
setting took place at Swedish American Health System in the 8th floor (Mother/Baby unit). My
observation was approximately one hour and ten minutes in length and occurred around noon. I did
not mention anything about my data collection in hopes of eliminating the Hawthorne Effect. The
Hawthorne Effect is the unintended influence that observers of experiments can have on their
subjects. Which is when the people being observed change their attitude to mess up the data that is
being collected.
As I approach the elevator to get to the 8th floor, I see ... Show more content on Helpwriting.net ...
Her achieved status is a Registered Nurse as I saw her badge say RN. An achieved status is a social
position that a person attains through his or her own efforts. For example, she went to school for
four years to earn a degree that allows her to perform her job. The RN is weighing out the baby and
checking his pulse. Next, I start interacting with the father of the newborn and his significant other,
which I refer to as the Primary Group. Significant other: Those individuals who are most important
in the development of the self. Primary group: A small group characterized by intimate face–to–face
association and cooperation. Both parents are in the primary group due to both always having face–
to–face association. The father looks like he's in his late 20's, appears to not have a high education
level due to his inability to speak English. His ascribed status is being Hispanic. Ascribed status:
Assigned to a person by society without regard for the person's unique talent or characteristics. After
shaking his hand I noticed his rough hands, from that I am predicting that he works for a
construction company. The mother looks very content, I can easily identify that she is a married
woman, after noticing her ring. Both parents are now going through role exit: the process of
disengagement from role that is central to one's self–identity in order to establish a new role and
identity (New

What Is Elton Mayo Management Theory
applying a management theory on corporate library
The human relations theory ‎
by George Elton Mayo ‎
Definition of management theory :‎management theory "A collection of ideas which set forth
general rules on how to manage a ‎
business or organization. Management theory addresses how
managers and supervisors relate to ‎
their organizations in the knowledge of its goals, the
implementation of effective means to get ‎
the goals accomplished and how to motivate employees to
perform to the highest standard".‎management Theory selected:‎The human relations theory of
management began development in the early 1920's ‎
during the industrial revolution. At that time,
productivity was the focus of business.‎
Theorist Biography:‎
George Elton Mayo (1880–1949), ... Show more content on Helpwriting.net ...
Take advantage of resources designed to help you make the most of Mayo's management ‎
theories
Widely available online tools and resources can help you more easily implement Elton Mayo
‎
management principles. Videos and various other Elton Mayo theory–based products, ‎
information
and services let you choose the resources most valuable to your business. ‎
Consider the many benefits of putting the Elton Mayo management theory to work for your
‎
business. If you decide to use it, why not go all out and practice it in all the areas it can ‎
effectively
address: your own leadership of the company, your managers' development and ‎
your employees'
engagement. ‎
Could Be Applied on Corporate Library?‎
The human relations management theory ‎
it will be applyied on corporate libraries and more library
‎
types as well. ‎
Work Cited
Helen Bourke, 'Mayo, George Elton (1880–1949)', Australian Dictionary of Biography, National
Centre ‎
of Biography, Australian National University, http://adb.anu.edu.au/biography/mayo–
george–‎
elton–7541/text13155, published first in hardcopy 1986, accessed online 19 March 2017.

The Social Sciences Essay
The Hawthorne Studies is one of the most well–known series of experiments of the social sciences
in industrial history. The objective of the experiments were to establish how an individual is
influenced not only by their own abilities, but by their working environment and the people they
work with, both fellow workers and supervisors. To gain a better understanding of what the
Hawthorne studies were, why they were conducted, and how they have impacted management
practices, one must first understand the history behind the key contributors of this study and the
location where the studies took place, the Western Electric Company. However, the studies did
receive criticism, some of which was considered fairly harsh, such as from Alex Carey The
Hawthorne studies were conducted by Harvard's Business School Industrial Research Group,
George Elton Mayo, and Fritz J. Roethlisberger. These two men were major contributors to what we
know as the Hawthorne Effect, and their contributions to this experiment has set forth
unprecedented changes in the way organizations run.
Fritz Roethlisberger was born in NYC in 1898 and earned a BA in engineering from Columbia
University, BS in engineering administration from the Massachusetts Institute of Technology, and a
MA in philosophy from Harvard University. Roethlisberger started work on his PhD in philosophy
at Harvard University but never finished. His studies were put on hold after meeting Harvard
professor George Elton Mayo. Roethlisberger

What Is The Impact Of The Hawthorne Experiments And Human...
"Critically evaluate the impact of Hawthorne experiments and Human Relations movement on
organisations today"
The "Hawthorne effect" draws its name from a landmark set of studies conducted at the Hawthorne
plant from 1924–32. Elton Mayo, the Professor at Harvard Business School, was invited to conduct
academic study at the Hawthorne plant of the Western Electric Company (telephone manufacturing
subsidiary of AT&T) in Chicago.
The concept of the "Hawthorne effect" is defined very broadly by the Oxford English Dictionary as
"an improvement in the performance of workers resulting from a change in their working
conditions, and caused either by their response to innovation or by the feeling that they are being
accorded some attention." The ... Show more content on Helpwriting.net ...
The Hawthorne experiments resulted in generation of new ideas for communication. It taught the
managers that communication with their employees is essential for high productivity and efficiency.
It has led us to advancement of managerial theories and

The Hawthorne Effect: The Hawthorne Effect
Roethlisberger described "the Hawthorne effect" as the phenomenon in which subjects in behavioral
studies change their performance in response to being observed. While there is a factor of increased
productivity arising from closer monitoring of staff (whether workers in a factory of staff in an
office or other environment), over a sustained time (outside of an empirical study, such as carried
out at the Hawthorne Plant), this cannot be achieved without a strong management policy of
engagement and strong communications channels and policies within an organisation.
In short, while a sense of "being noticed" might motivate an employee or team member to work
more productively, or show more initiative, for it to have an impact on the overall performance of
the team or organisation it needs to be sustained, and to be driven by an explicit organisational
policy and corresponding management model.
Clearly, "unseen" behaviour can be best observed when it can be linked to a change in
circumstances, but the underlying reasons for such changes in behaviour might have nothing to do
with the ... Show more content on Helpwriting.net ...
In addition to the need to recognise that individual factors and individual relations within the
workforce are important to an employee's sense of well–being and self–esteem, it is important to
ensure that employee evaluations are not (a) rare, only once or twice a year, and (b) are not one–way
questions set by the management for the employee, but instead the process is a regular, continuous
review (both with individuals and teams) as to how the employees feel about the work the team is
doing, whether they have proposals for changes and improvements in either the workplace
environment, or the processes and products of the work, and whether they have ambitions in the
organisation that are not being

Is Management A Complex, Diverse And Eclectic Domain For A...
Management is a complex, diverse and eclectic domain including work of a technical, economic,
political, cultural, psychological and communicative nature (Alvesson and Deetz, 2000)
There is no proper timeline to when the process management started there is a lot of management
process techniques and theories which was there before the term actually coined by the historians
there is no way in which pyramids of Egypt could be formed without management skills there
certainly no way possible that Alexander the great started his journey to conquer the world without
any plan or the Mughal emperor establish without management at that time the task were performed
by kings and his ministers they act as mangers, slaves can be referred to as worker.
Examples of good management are still being witness in some of the old civilizations, which are
found by archaeologist. Later as civilizations started to grow and started gaining knowledge about
human needs and requirement more specific research started to took place to improves life's of
people there was more to offer then to loose later in the 17th century the needs of the people started
to grow and people started looking different ways to be ahead of one another that actually affected
the way in which then require more proper way to handle situations as demand started to grow and it
was becoming difficult for small organizations to handle growing needs of developing world which
lead to rise of industrial revolution it started with

Evaluation Of A Patient Observation
Critical assignment
Introduction
In January 2015 a patient observation was conducted on an inner city psychiatric male admission
ward commencing at 10.30 am and concluding at 11.30am. The observation was carried out by the
ward manager and the patient advice liaison service (PALS) manager.
The managers from the position of observer were critically analyzing differences of service
provision between a service and patient's perspective. The ward manager by reviewing the findings
will make recommendations for the service which builds on the positives and address any issues
which impact upon the patient care provided.
The staffing levels were fully established with the three qualified nurses, three health care support
workers, and one occupational therapist.
Analysis of patient experience
Nurse patient relationship
Acute psychiatric inpatient nursing is primarily focused on the assessment and treatment of patients
admitted in times of crisis. To effectively assess a patients needs a nurse requires an overview of the
patient's interactions with their external & internal environment. Fundamental to this been
successful is the nurse patient relationship, forming a trusting relationship and maintaining this
throughout the patient's care. The nurse's ability to listen, talk and understand are identified as key to
positive patient experiences of feeling supported and cared for (Gilburt et al 2008).
During the observation it was noted that the majority of patient interactions

History of Management Theory----Human Relations Movement
Introduction
Human relations movement emerged around the beginning of twenty century. It is defined as ¡°a
movement in management thinking and practice that emphasized satisfaction of employees¡¯ basic
needs as the key to increased worker productivity.¡±(Samson, D., Daft.2005.P.60) To research about
the impacts of human relations movement in New Zealand based company is the core of this essay,
and in this case, the example of New Zealand based company is OCEANZ seafood Ltd, which is
one of the biggest companies in New Zealand seafood industry, and I have been in this company for
nearly one year. Because it is impossible to cover all aspects of the human relations movement, I
will relate the Hawthorne Studies (Bartol, K., Martin, D.,Tein ... Show more content on
Helpwriting.net ...
This is a key point in any company, if the management does not even know or understand their
employees¡¯ needs and wants, the manager can¡¯t satisfy workers well in company, and some
workers may be want to run away, so the company may be very hard to run normally with the
shortage of works. To compare the human relation movement and learning organization, there is a
many similar views, focus on employees, and so on; it represents the human relation movement still
stands for a predominant management, and the Hawthorne studies is successful. (O¡¯Connor, E.
(1999))
The relation of communication is just a way to contact and know employees; actually, the real goal
of management is to know and understand the employees¡¯ wants and needs. (Samson, D., Daft, R.
(2005)) There is a real thing in OCEANZ Ltd, two young people came to work in OCEANZ Ltd last
year, they had different desires, one desired much higher salary, the other man did not too much care
about salary, and he desired accounting practice. But the management does not know these two
people¡¯s wants and needs, the manager can¡¯t improve the productivities; it is also very hard to
keep the people happy to work in this company for long time. At last, these people all gone. It is
significant to adopt variable methods to touch employees, let these employees to know, the company
still cares them.
To satisfy the employees¡¯ needs and wants on time and legality, this is not a big problem in New
Zealand

Impact Of Management On The Development Of Organizational...
The Hawthorne studies were initiated in 1924 by the management of the Hawthorne plant of the
Western Electric Company in Chicago (Levitt & List 2011). The Studies are referred to as the
"behavior modifying effects of being the subject of social investigation" (Wickstorm & Bendix
2000). The leading man behind the experiments Elton Mayo developed the study to make further
inquiry into what factors affect productivity in the workplace. Ever since the studies were conducted
between 1927 and 1933 (Wickstorm & Bendix 2000) there has been much speculation of whether or
not these results should be used to make a fundamental change in the development of management
in society. This essay will cover the various aspects of management that has been ... Show more
content on Helpwriting.net ...
Stage one of the experiment aimed at examining the effect of changes in working arrangements
upon productivity (Gale 2004). During this stage five girls were transferred from the factory floor to
a special test room where their output of relays was recorded for over two years, during which a
large number of alterations were made to their working conditions (Carey 1967). One of the changes
made was to the illumination values in the factory environment. When the light was cut down to .06
of a foot candle the girls maintained their efficiency (Carey 1967). They found that only extremely
low illumination caused decreases in levels of production (Broches 2008). According to Carey
(1967) the conclusion came as a great "éclaircissement" as the founding's were quite different from
what they had expected. The results identified the importance of social satisfactions at work and
researches were puzzled to observe that productivity continued to rise regardless of the changes
made to the physical working environment. At the end of the two years the results found that the
girls output had increased by about 30 percent (Carey 1967) and physicians indicated improved
workers health and a decrease in absenteeism (Broches 2008). Due to the steady increase in output
the investigators took into

The Importance Of The Hawthorne Effect
In middle school and high school, everyone at some point or another ends up playing the game
"would you rather" with their friends. This game can potentially show a side of someone that their
friends may not know about them. For example, if there is a girl, Suzie, and her friends give her the
choice of, "would you rather date Jake or Thomas?" Her friends may not know that she has a crush
on Thomas and if she answers truthfully, then they would possibly find out about the crush. This
example is a small portion of what the big picure is with this game, it is meant to help show who
you really are and what your personality is and what your preferences are. The question at hand now
would be would I rather have someone follow me around all day while I go about my daily routine
undergoing an objective test, or take a series of projective tests. I would definitely go with a series
of projective tests. Since I have a pretty good grip on what my personality is and what type of
person I am, I am very prone to the Hawthorne Effect. The Hawthorne Effect is a type of reactivity
where the individual changes their behavaior becuase they are aware they are being watched
(Rosenberg and Kosslyn, 2014). If I was going to have someone follow me around all day while I
do my daily activities, I would not be acting like my normal self because I would know that I am
being watched for a study. Some other reasons why I would not go with the objective test is because
there are four different

What Steroids Can Do To Your Body
A bloodcurdling feeling spreads throughout the arena, a smell so menacing that even the men inside
the ring don't know what will happen next. The roars of men are zipping through the air as bodies
are torn limb from limb. Grotesque as this image may be only a few hundred years ago were people
competing in stadiums adorned by thousands of viewers. Competition has always been a part of
human nature, ever since the first man put his foot onto this planet the race has been on. Certainly
competition has changed as years have gone by. First we competed for food on a daily basis,
competition was needed in order to just make it through the day, as many years began to pass
competition began to turn into daze in which people could watch others fight for their lives fighting
against creatures from other parts of the world unknown to their own. Today, we no longer face the
life or death bouts over a single meal. The sense of competition has not dulled, yet it has been
moved from a daily survival to more of an extravagance for viewers to behold the abilities of others
in awe. These days, the most anticipated competitions are held in football stadiums, boxing rings,
and weight rooms. The rewards for today's gladiators consist of bragging rights over a rival,
worldwide notoriety, and large sums of money. Being the best at what we do, getting the feeling that
you are number one is what we as humans have always strived for. No matter what the cost had
been we always took another step forward

Leader Member Exchange Theory : Leadership Essay
QN. 1 Leader–member Exchange Theory Leader–member exchange (LMX) is a theory that
describes the roles and relationships that developed over a period of time between a leader and his
or her subordinates (Yukl, (2013). In other words, as the leader interacts with subordinates, a mutual
relationship that defines roles is developed. Every leader at some point develops a core number of
trusted assistants, advisors and lieutenants that they can call upon to perform critical tasks. So this
calls for high dependability, compatibility, trust, and competency on the part of the subordinates
(Yukl, 2013). As the leader continues to exchange with the subordinates, "trust, loyalty, and support"
develops and behavior gets reinforced (Yukl, 2013 p.222). A leader influences a follower by this
close exchange and task–delegation. The follower become one of the inner circle employees and
thus gets more authority in the eyes of the other team members. He or she is trusted by the leader
and gets more important responsibilities. When important team decisions are necessary, the follower
is the first to sell it and support the leader. A follower gets more crucial information from the leader
sooner than the rest through the exchange. The employee also becomes more hard–working and
shows loyalty, ending up with volunteering for harder and important responsibilities. A follower like
that will end up getting promoted when an opportunity arises.
QN. 2 Correcting follower performance deficiencies

The Hal Effect
This is the part of biopsychology that leans more towards the physiology of our body's physical and
mental state. There were a lot of fundamental problems of psychology observe and report it was
limited by the bias of the observers or those who were in charge of the tests. As well if the observed
knew they were being observed or not. A Halo effect you may have a vested interest in proving an
idea and may not realize your own cognitive bias. Even with blind double blind and random studies
it also depends on a subjective interpretation of the data.
"In a study made way back in 1924 the "Hawthorne Effect". Several samples of employees were
observed and tested, as part of part of two large industrial corporations, it appeared that the
estimates ... Show more content on Helpwriting.net ...
And once again with technology we can observe what lights up and what does not in our brains,
remind me of the symbol of a light bulb lighting up in the old cartoons whenever the character
comes up with the bright idea. Basically combining the observations comparing it to similar studies
with different variables. Which has led us to more user friendly office computers and other office
equipment, even ergonomics of the way the devices and furniture are designed to relieve stress to
lead us to more productivity and less fatigue during a normal workday. We can now observe how the
brain reacts to various times of the day and stress and how we deal with it at work or other people. It
has led us to a more ergonomic healthier and safer work place than those of the past. Though we are
in a much faster pace societies and work has to be down faster and on the fly so there is more
necessity for a comfortable work space. To prevent burn out and stress or at least to slow it down a
little. Such as experiments do five or ten minute or 20 minute naps throughout the word day reduce
stress and increase productivity? Turns out they do increase productivity and reduce stress
especially necessary in high stress jobs like medical fields or police officers. (Flora, 2008). And we
can do a lot away of a lot of these internal biases with observable data of the brain and physical tests
that cannot easily be interpreted in any other way other then objectively. So the overall applications
with each advancement in technology and method of observation and study in the workforce should
lead us to a more productive, less stressed out workforce that does not burn out

Analysis Of The Experiment ' Management And The Worker '
Since the publication of the experiment report "management and the worker" in 1939(Gillespie,
1991) the Hawthorne studies have been playing an important role in management, psychology and
sociology. Hawthorne studies were the foundation for the modern day management thinking.
Hawthorne studies have been subject to many criticisms but it produced the fundamental changes in
the development of management thoughts. The great contribution Hawthorne studies made to the
development of modern management these experiments are identified as the most important piece of
experimental industrial social science ever undertaken. For example, Buchanan and Huczynski
(2004) indicated that "the Hawthorne research revolutionized social science thinking". In this essay
we are discussing management concepts used prior to Hawthorne studies, brief introduction of
Hawthorne experiment and its findings, how Hawthorne studies reshape the modern management
thinking in the sense of social science, criticisms on Hawthorne studies and conclusion. The theories
well before Organisational behaviour concerned on increasing productivity and efficiency by
introducing machinery and optimising time spent on tasks. Taylorisum continually appalled by
workers inefficiencies, and the workers tendency to "take it easy "on the job. The Taylorisum was
criticised by many arguing that the fundamentals of scientific management were to abuse workers
rather than to benefit them (Mullins, 2005). Prior to Hawthorne studies

The Main Features Of A Bureaucracy And The Scientific...
King and Lawley (2013, p.601) stated that rationalisation can be defined as increasing the efficiency
and reducing costs within a business, this idea incorporates the aspects of a bureaucracy and the
scientific design of work). Within a rational organisation, bureaucracies are created through the
implementation of policies and procedures which makes the organisation standardised, predictable
and efficient. Organisations such as Junction hotel might consider adopting the key features of
rationalisation, for example within a bureaucracy a hierarchy is created, this shows clear lines of
communication within departments. King and Lawley (2013) show that within Junction hotel the
organisational structure lacks span of control as Linda Wilkinson is in charge of 34 employees This
was improved by making the span of control more manageable by delegating control through
management, different departments can be created, within each department there is a head employee
who was in charge of more staff. As an organisation grows, the number of employee's increases,
therefore Fayols' five functions of management are implemented through impersonal control rather
than direct face to face control. In contrast to rationalisation, King and Lawley (2013) describe the
social organisation as a belief that the key factors in shaping an individual within the workplace are
the social interactions between people. King and Lawley (2013) state that the findings from
Hawthorne studies have been credited

Organizational Leadership And Human Resource Management
Management is the art, or science of achieving goals through people. More broadly management is
the process of designing and maintaining an environment in which individuals, working together in
groups efficiently accomplish selected aims (Kontz and Weihrich 1990, p.4). Therefore management
refers to the development of bureaucracy that originates its importance from the need for co–
ordination, strategic planning and directing and controlling large and complex decision–making
processes. Management is concerned in the key areas of: administration, problem solving,
organisational leadership and human resource management.
Management decision–making has traditionally been based on objectives such as sales, costs,
efficiency and benefits. ... Show more content on Helpwriting.net ...
The evaluation can be based on the direct assessment of their top management, by means of
interviews and questionnaires. This approach, would yield highly accurate outcomes
Management that takes care and acknowledges the importance of employees' skills tends to achieve
superior management outcomes. The term affect is defined as being capable of involving a person's
mind or as being capable of provoking deliberate responses in a person's mind (Umemuro, 2009).
Employees are the fundamental mechanism that drives and maintains an organisation. The study,
based on the Hawthorne effect, have indicated that employees who experience more positive affects
are more productive, and thus people are at their most productive when experiencing positive moods
(Harter, Schmidt, and Hayes 2002). Positive affect is associated with the process of motivating
employees (Fisher, 2010, Frederickson, 2003). Studies indicate that organisations with strong
employer–employee engagement achieve higher profits (Harter et al., 2002, 2010).
The humans relation theory is an approach to management in which employees are not only
motivated by financial reward but also by a range of social factors such as praise, feelings of
achievement and pride in one's work. This theory was developed through research in the 1920s and
1930s at the Western Electric Company (in the Hawthorne studies). Observed by Elton Mayo and
Fritz

Case Study Of Criteria
Started as a small cabinet business in the mid–1960's Criterion furniture was established by two
brothers, Wally and Brian Smaill. It started out as a simple business in their garage and soon
transpired to be one of Australasia's largest marketers and manufacturer of ready–to–assemble
furniture and succeeding to achieve large target markets in USA and several parts of Asia. This case
study pertains to Criterion group from the 1960's to the year 2000. Business for this company
peaked in 1980 while steadily declining shortly afterwards and by the year 2000 the business was
working on reinventing itself to remain in production. (Campbell–Hunt, 2000) This assignment will
outline the problems Criterion face based on several issues and what should ... Show more content
on Helpwriting.net ...
The brother's motivated the employees by having training courses to ensure high–skilled workers.
(Campbell–Hunt, 2000) After the dip in sales during the 1990's, Criterion's upper management
figured that they had change their style of motivating their employees and accepted the lessons that
could be derived from the Hawthorne studies which states that people tend to rise to their
employer's expectation after being singled out with praise. (Schermerhorn et al, 2014) While
Criterion does follow Maslow's hierarchy of human needs (Schermerhorn et al, 2014) starting from
the psychological needs to helping the employees achieve self–actualisation, however it could be
said that the rewards that were given out to the employees had no relation to the company's goal of
achieving higher levels of sales and this in turn, made the employees to act out of own self–interest
instead for the good of the company, as could be seen with their insistence of being "cell leaders".
(Campbell–Hunt, 2000) It would also have worked in Criterion's favour if they realised the result of
the Hawthorne effect earlier rather than in the late

The Hawthorne Studies
Introduction
Hawthorne Studies began in 1924 until 1932 at the Western Electric, Hawthorne plant in Cicero,
Illinois, by Professor Elton Mayo. Initially, this study was originated to identify the conditions of
which would improve the working conditions for higher productivity. However, as time progressed,
it evolved and was used by managements across as a guide to restructuring their respective
companies.
With Professor Elton Mayo from the Harvard Business School began a study of how the workers at
Western Electric behave. (Wickstrom, Bourke, 1986) Part of the reason that Western Electric was
chosen was due it was a large manufacturing company that consisted of about 40,000 workers with a
mixture of men and women.
Main
The ... Show more content on Helpwriting.net ...
(Furnham, 1997)
Lastly, the workplace is a social system: The Hawthorne researchers came to view the workplace as
a social system made up of interdependent parts. This is reflected from the results of the tests from
the women in the relay assembly test room. This is where a group of six women were singled out
from the main assembly line and isolated in a room where the group of them assembled the products
together. After monitoring them, it was noted that productivity in the assembly room rose much
higher than that of the main assembly department. Reason being the women felt happier, more
intimate and developed a strong bond for each other while in the assembly room, and this resulted in
wholehearted spontaneous working attitudes and relationships resulting in significant rise in the
results for the assembly. (Sonnenfeld, 1985)
Findings from the Hawthorne studies emerged at the time when Frederick Taylor's Scientific
Management theory was in place. However, the findings from the Hawthorne studies, with some
realistic modifications to the individual scenarios and modernization, can still be applicable to the
managers of today, when used to handle staff in the various fields, even more than the requirements
of the initial industrial management.
From the Hawthorne studies, we can identify three

The Manifestation Of Frederick Taylor's Theory Of...
The manifestation of Frederick Taylor's theory of Scientific Management was a major breakthrough
in traditional approaches in the twentieth century, it proposed in enhancing the business economic
efficiency by simplifying and optimising organisational tasks with scientific methods which in turn
would increase productivity (Taylor, 1911). Taylor's methods of rigid control of workers to enhance
productivity was met with widespread support by industrialists and economists in the USA and
Britain. On the contrary Human Relations School of Thought was a movement which saw workers
in a different light, instead of viewing them as merely one more cog in the company wheel as
Taylor, it asserted that the organisation will prosper as it helps the employee to prosper. Over the
course of time the onus has shifted from Taylor's Scientific Management to Human Relations
School of Thought as the dynamic nature of business has led to a change in the mind–set of people
and they give more prominence to employee participation and well–being than just financial
incentives.
Taylor's Scientific Management theory which saw huge upsurge in the 1910's and it facilitated the
industrial growth not only in the United States of America but across the world.
His ideas were based on his belief that work was inherently distasteful to most people and
employees work only as much is required without being interrogated, this practice is called
'soldiering'. Workers would go to any lengths to get time off; this

The Hawthorne Studies On The Development Of Management
The Hawthorne Studies were conducted by Elton Mayo with help from his research assistant Fritz
Roethlisberger in the mid–1920s along with the works at the Hawthorne plant of the Western
Electric Company in Chicago, Illinois. These studies were influenced by the principles of scientific
management which were introduced by Frederick Taylor in 1911. The studies were to research
weather people worked more efficiently when they were working as a group, being treated as
special (such as working in a separate room), etc. 'The studies found that good incentives (money)
and good working conditions are generally less important than the employees' need and desire to
belong in a group and be included and wanted in decision making.' (E. Mayo 1946). The question
being asked however, is whether the studies undertaken, can be recognized as changing the
development of management. Looking at the way it changed management at the time it can be said
that it did, and this essay discusses how it produced change and how it also helped develop
management to what it currently is in society today.
Prior to the Hawthorne studies being conducted the workers were simply thought of as machinery
that can be used and replaced easily. The way production was increased was for the workers to work
long hours, low wages, poor working conditions and the workers needs were also disregarded. This
was introduced by Frederick Winslow Taylor, also known as Taylorism and scientific management.
He believed that

Human Relations Theory vs Scientific Method Theory
Scientific Method Theory
By Fedrick Taylor
And
Human Relations Theory
(Hawthorne Studies)
By Elton Mayo
Student Name:
Subject: Human Relations
Date: 14th October, 2010
The Scientific Management Theory (Taylorism)
In 1911, Frederick Winslow Taylor published his work, The Principles of Scientific Management, in
which he described how the application of the scientific method to the management of workers
greatly could improve productivity.
Scientific management methods called for optimizing the way that tasks were performed and
simplifying the jobs enough so that workers could be trained to perform their specialized sequence
of motions in the one "best" way.
Before the scientific management theory, work tasks ... Show more content on Helpwriting.net ...
No attention for soft factors. * Mechanistic. Treating people as machines. * Separation of planning
function and doing. * Loss of skill level and autonomy at worker level. Not very useful in current
knowledge worker environments (except as an antithesis).
The Human Relations Theory (The Hawthorne Effect)
The Hawthorne Studies (or experiments) were conducted from 1927 to 1932 at the Western Electric
Hawthorne Works in Chicago, where Harvard Business School professor Elton Mayo examined
productivity and work conditions.
Elton Mayo started these experiments by examining the physical and environmental influences of

the workplace (e.g. brightness of lights, humidity) and later, moved into the psychological aspects
(e.g. breaks, group pressure, working hours, managerial leadership) and their impact on employee
motivation as it applies to productivity.
The Hawthorne Effect can be summarized as "Employees are more productive because the
employees know they are being studied." Elton Mayo's experiments showed an increase in worker
productivity was produced by the psychological stimulus of being singled out, involved, and made
to feel important.
Specifically, Mayo wanted to find out what effect fatigue and monotony had on job productivity and
how to control them through such variables as rest breaks, work hours, temperature and humidity. In
the process, he stumbled upon a principle of human motivation that would help to revolutionize the
theory and

The Core Framework Of Paternalistic Leadership Style
Let's now turn our attention to the core elements of paternalistic leadership. In this section, we will
explore the core framework of paternalistic leadership style, before analysing two core theories of
motivation that drive the framework. At the end, we'll also explore the two separate strains of
paternalistic framework: benevolent and exploitative models.
The core framework
When it comes to leadership, a few core elements guide the way in which different leadership styles
organise and manifest. These are:
The decision making power – Who has the power to decide?
The legitimacy of rule – Where does the power come from?
Paternalistic framework is built around the authoritative idea that the leader is the person with the
power to decide and his legitimacy comes from his or her expertise. The leader has the final say in
making decisions and consultation is not required, as the leader is expected to make choices that
benefit the subordinates.
The subordinates are treated as an extended family and in a sense have a more partner–like
relationship with the leader than in autocratic model, for example. The leader puts the wellbeing of
the subordinates at the centre of decision–making and tries to ensure people are treated fairly.
Nonetheless, the power ultimately lies in the hands of the leader.
Furthermore, the power the rule comes from the leader's position and the idea that he or she is the
most capable of making the decisions. The legitimacy of rule relies on loyalty

Essay hawthrone studies
Hawthorne Studies
The Hawthorne Studies, conducted at Western Electric's Hawthorne plant outside Chicago, starting
in 1924 and running through 1936, were intended to bring about a greater understanding of the
effects of working conditions on worker productivity. The results of the experiments were contrary
to the management theory of the time (Scientific Management), and were key in bringing about an
understanding of motivation factors in employment
Basically, a series of studies on the productivity of workers introduced several deliberate various
conditions (pay, light levels, rest breaks etc.), but each change resulted on average over time in
productivity rising, including eventually a return to the original conditions. This was true ... Show
more content on Helpwriting.net ...
Mayo made frequent changes in their working conditions, always discussing and explaining the
changes in advance.
He changed the hours in the working week, the hours in the workday and the number of rest breaks,
the time of their lunch hour. Occasionally, he would return the women to their original, harder
working conditions.
The group was employed in assembling telephone relays – a relay being a small but intricate
mechanism composed of about forty separate parts which had to be assembled by the girls seated at
a lone bench and dropped into a chute when completed.
The relays were mechanically counted as they slipped down the chute. The intent was to measure
the basic rate of production before making any environmental changes. Then, as changes were
introduced, the impact to effectiveness would be measured by increased or decreased production of
the relays.
Feedback mechanism
Throughout the series of experiments, an observer sat with the girls in the workshop noting all that
went on, keeping the girls informed about the experiment, asking for advice or information, and
listening to their complaints.
The experiment began by introducing various changes, each of which was continued for a test
period of four to twelve weeks.
Under normal conditions with a forty–eight hour week, including Saturdays, and no rest pauses. The
girls produced 2,400 relays a

Discuss Scientific Management, Max Weber and Concept of...
2.3 DISADVANTAGES OF MAX WEBER AND THE CONCEPT OF BUREAUCRACY
Despite the clear advantages of bureaucracy, one would wonder if they are really efficient. Nearly
all governmental organizations adopt this form of organization to some extent and weber claimed
they were capable of achieving the highest efficiency. Below are draw backs of bureaucracy
concepts: (a) Impersonality can ensure a common level of treatment but may also lead to
stereotyping behavior and lack of responsiveness to individual incidents. Relationships are
inhibited, meaning that social and ego needs are unsatisfied. (b) Human beings and individual
circumstances vary pretty much infinitely and trying to apply rigid rules can mean inefficiency, even
injustice, in ... Show more content on Helpwriting.net ...
The illumination and interviewing studies, on the other hand, involved whole departments of
workers.
From these experiments, the final core conclusions that the researchers reached were that the
experimental variables such as incentive payment had little effect, while that the unmeasured quality
of human relations of workers to management and peer group was responsible for most output
improvement (Gale, 2004).
3.1 ADVANTAGES OF THE HAWTHORNE EXPERIMENTS
In the past, managers considered workers as machinery that could be bought and sold easily. To
increase production, workers were subjected to long hours, miserable wages and undesirable
working conditions. The welfare of workers and their need were disregarded. The Hawthorne
studies helped in shaping transformations in many areas of human relations and brought about
radical changes in organizational behavior.
The traditional popular belief that increasing output of an organization was directly related to
increasing workers' wages was disproved. Experiments conducted by Mayo proved that there were
more than economic factors that improved efficiency. Consequently, human relations were a key
component to improve organizational output as evidenced from tests conducted.
The Hawthorne experiments evolved the rest pauses as cardinal for well–being and effectiveness of
workers and efficient

Hawthorne Effect
The Hawthorne effect was discovered as an outcome of analyzing older experiments that were
conducted at the Hawthorne Works, a factory outside Chicago between 1924 and 1932. The term
'Hawthorne Effect' was first suggested by Henry A. Landsberger in 1955. According to Landsberger,
the Hawthorne effect is a type of reactivity. It refers to any short term increase in productivity that
may occur in an organization as a result of being watched or appreciated.
In organizations, it has been observed that small changes like increasing lighting, clearing obstacles
from the floor, maintaining clean work stations or even increased attention to the workforce has a
short–term impact on productivity.
THE HAWTHORNE EXPERIMENTS
The Hawthorne ... Show more content on Helpwriting.net ...
These counsellors then took the feedback to supervisors and helped them modify their behavior.
This exercise resulted in better intra organizational communication.
Definitions for the Hawthorne Effect
Hawthorne effect in research refers to the scenario where a non– manipulated variable causes and
unexpected impact on the variable that was originally to be manipulated. The Hawthorne effect may
also refer to experimental subjects complying increasingly well with what they perceive as the
wishes of the experimenter.
In an experiment, a Hawthorne effect would refer to an effect that happens in a desired direction but
not because of the expected reason. The positive effect happens not because of a variable being
modified or introduced but rather the effect takes place because the participants know they are being
watched. Experimenters need to consider how the consequences of performance affect how a
subject behaves. The reactions of a participant to an experiment can itself cause some changes. The
conclusion therefore is that any novel change in environment or attention on subjects will be well
received by

Hawthorne Effect Ethnography

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