The Hawthorne experiments conducted between 1924-1932 at the Hawthorne plant of GE found that worker productivity was more related to emotional factors and informal relationships between employees than actual work conditions. A series of experiments varying lighting and work arrangements showed that increased production and worker satisfaction were mutually dependent, not simply a function of better working conditions. The experiments demonstrated the importance of non-economic rewards, democratic leadership, and involving workers in decision-making for increased efficiency and viewing the factory as a social organization rather than just a place of work.

1. HUMAN RELATIONS APPROACH

2. HAWTHORNE EXPERIMENTS Conducted by Elton Mayo in 1924-32. Hawthorne plant of GE company which manufactured Telephone System.

3. Outcomes of Experiments:- Production was not so much related with the conditions of work as it was associated with emotional factors. Informal relationship among employees play a very important role Workers are not simply means of production but they are social being having their own desires, feelings. More production and employee’s satisfaction were mutually interdependent.

4. 4 Series of Experiments Illumination Experiments (1924-27) Relay Assembly Test Room Experiments (1927-28) Mass Interviewing Programme (1928-30) Bank Wiring Observation Room Experiments (1931-32)

5. Importance : There is no relationship between the conditions of work & production. The non-economic awards do affect the efficiency of the workers. The democratic leadership style is more effective. Factory does not symbolize only a place, but it is a social organization. The psychology of the workers is very important. The workers should be associated with decision-making.

6. Criticism Pays more attention to human factor and remaining factor have been ignored. It is difficult to satisfy all the employees with non economic rewards. It is wrong to think that people remain more satisfied in informal groups.