The Hawthorne experiments, conducted from 1914 to 1931 at the Hawthorne plant in Chicago by Elton Mayo and associates, focused on the impact of social factors and working conditions on employee productivity. Key findings revealed that factors such as lighting, working conditions, and informal group dynamics significantly influenced worker output, leading to important insights for modern industrial psychology. The studies concluded that organizations function as social systems where informal groups and non-monetary incentives play crucial roles in enhancing productivity.

2. PRESENTED BY-
KRISHNA VEER ,MANISH ,NIDHI SHARMA
,NISHITH KUMAR & NISHTHA SINGH

3. “An increase in worker productivity produced by the psychological
stimulus of being singled out and made to feel important.”
— The Hawthorne effect

4. 
WHAT ARE HAWTHORNE
EXPERIMENTS?
 CONDUCTED IN THE HAWTHRONE
PLANT OF FAMOUS ELECTRIC
COMPANY,CHICAGO (U.S.A.).
 IN 1910 THE MANAGEMENT OF
HAWTHORNE PLANT ADOPTED
TRADITIONAL THEORY, TO
INCREASE PRODUCTIVITY.
 BUT PRODUCTIVITY DIDN’T
IMPROVE.
 ELTON MAYO AND HIS
ASSOCIATES CONDUCTED
BETWEEN 1914 AND 1931.

5. 
AEROPLANE VIEW OF
HAWTHORNE PLANT

6. 
 ILLUMINATION EXPERIMENTS .
 RELAY ASSEMBLY TEST ROOM
EXPERIMENT.
 BANK WRITING OBSERVATION ROOM
EXPERIMENT.
 MASS INTERVIEWING PROGRAMME.
TYPES OF EXPERIMENTS

7. 

8. 
 EFFECT OF LIGHTING CONDITIONS ON THE
PRODUCTIVITY OF EMPLOYEES.
 WHEN LIGHTING WAS IMPROVED,THE
PRODUCTIVITY ALSO IMPROVED.
 BUT WHEN LIGHTING WAS BROUGHT DOWN
TO MOONLIGHT , EVEN THEN PRODUCTIVITY
INCREASED.
 SOME OTHER VARIABLES BESIDES
ILLUMINATION WHICH WERE INFLUENCING
PRODUCTIVITY.
ILLUMINATION EXPERIMENT -

9. 
Illumination study

10. 

11. 
 EFFECT OF WORKING CONDITION ON PRODUCTIVITY.
 WHEN WORKING CONDITION IMPROVED,
PRODUCTIVITY IMPROVED
 PRIVILEGES WERE WITHDRAWN EVEN THEN THE
PRODUCTIVITY IMPROVED.
 SOMETHING ELSE THAT AFFECTING PRODUCTIVITY.
RELAY ASSEMBLY TEST ROOM
EXPERIMENT -

12. 

13. 
 CONDUCTED IN ALMOST NORMAL WORKING
CONDITIONS .
 A GROUP OF 14 EXPERIENCED WORKERS AND
RECORDED THEIR OUTPUT FOR 18 MONTHS PRIOR THE
STUDY, WITHOUT THE KNOWLEDGE OF WORKERS.
 BROUGHT IN A ROOM TO DO THEIR ROUTINE WORK,
PRODUCTIVITY DECREASE.
 THE GROUP MEMBERS DEVELOPED INTIMACY WITH
EACH OTHER & CREATED INFORMAL GROUP.
BANK WIRING OBSERVATION ROOM
EXPERIMENT -

14. 
Performance recording device _

15. 
 THE RESEARCHERS INTERVIEWED A LARGE NUMBER OF
WORKERS FOR MORE THAN ONE YEAR .
 ADOPTED DIRECT TECHNIQUE AND ASKED RELEVENT
QUESTIONS FROM THE WORKERS.
 LATER ON ,THE INDIRECT TECHNIQUES OF
INTERVIEWING WAS ADOPTED .
 THE SOCIAL FACTORS PLAYED IMPORTANT ROLE IN
INFLUENCING PRODUCTIVITY .
MASS INTERVIEWING PROGRAMME-

16. 
IMPACT OF HAWTHORNE
EXPERIMENTS ON MODERN
INDUSTRIES

17. Brainstorming-How Hawthorne Experiments can
be helpful to organizations-
• Cooperation and communication
with coworkers.
• Rearrange/reorganize job
functions.
• Create an atmosphere of working
as a team
Vistas
unveiled
Interview
Role of
Supervisor
Teamwork

18. Aspects Of Hawthorne
Studies
Workers
Management
Motivation
Productivity

19. “Man’s desire to be continuously associated in work with his
fellows is a strong, if not the strongest, human characteristic.
Any disregard of it by management or any ill-advised attempt
to defeat this human impulse leads instantly to some form of
defeat for management itself.”

20. Swedish Company Case (Palgrave Macmillan Firm)
 Inappropriate pay structure –all financial incentives declined.
(people preferred hourly wages though piece rate plan was followed)
 New incentive System with employees consent was installed.
 New incentive system provided motivation through tying
cooperation and teamwork.
 Two years later productivity went up 45%.
Real World Example

21. Along with Frederick Taylor's work, this study gave rise to
the field known as “Industrial Psychology” as social
group influences and so interpersonal factors must also be
considered when performing efficiency research such as time
and motion studies. ….

22. CONCLUSIONS!!!

23.  THE ORAGANISATION IS A SOCIAL SYSTEM .
 THE INFORMAL GROUPS HAVE THEIR OWN INFORMAL LEADER.
 THE OUTPUT OF WORKER IS DETERMINED BY THE SOCIAL NORMS SET BY INFORMAL
GROUP.
 NON MONETORY REWARDS SIGNIFICANTLY AFFECT THE PERFORMANCE OF WORKER.
 THE WORKERS DEVELOP THEIR OWN INFORMAL CHANNELS OF COMMUNICATION .
 THE GOALS OF INFORMAL GROUPS MAY NOT BE IN LINE WITH ORGANISATIONAL
GOALS.
 THE WORKER PREFER EMPLYOEE ORIENTED SUPERVISION.
 A WORKER BEHAVE AS A MEMBER OF HIS WORK GROUP, NOT AS AN INDIVIDUAL AT
WORK PLACE.
CONCLUSIONS OF HAWTHORNE
EXPERIMENT-

25. 
 “Man and Work in Society.” Edited by Eugene Louis Cass
and Frederick G. Zimmer. 1975. New York: Van Nostrand
Reinhold Company.
 “Manufacturing Knowledge, A History of the Hawthorne
Experiments.” Richard Gillespie. 1952. New York: Press
Syndicate of the University of Cambridge.
 http://courses.bus.ualberta.ca/orga417-reshef/mayo.html
 http://www.accel-team.com/motivation/hawthorne_02.html
References

26. AnyQueries???