Is Management A Complex, Diverse And Eclectic Domain For A...

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
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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

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 amanagement 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
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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

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 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

History of Management Theory----Human Relations Movement
Introduction
Human relations movement emerged around the beginning of twenty century. It is defined as ВЎВ°a movement in management thinking and practice
that emphasized satisfaction of employeesВЎВЇ basic needs as the key to increased worker productivity.ВЎВ±(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 employeesВЎВЇ needs and wants, the manager
canВЎВЇt 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. (OВЎВЇConnor, 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
employeesВЎВЇ 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 peopleВЎВЇs wants and needs, the manager canВЎВЇt 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 employeesВЎВЇ needs and wants on time and legality, this is not a big problem in New Zealand

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

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
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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 theHawthorne 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

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

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

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
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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

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 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 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

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,

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 ...
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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

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, restbreaks 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

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

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

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

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

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

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

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

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
(WickstrГ¶m, 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

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 cognitivebias.
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

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 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

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 year2000
. 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 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" byNathaniel 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

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 ScientificManagement 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

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

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 ElectricHawthorne 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 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 theHawthorne 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

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

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

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,

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

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
"Г©claircissement" 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

Is Management A Complex, Diverse And Eclectic Domain For A...

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