The Hawthorne Experiments conducted between 1924-1932 studied the impact of workplace conditions on employee productivity. The experiments found that: 1) Increased illumination in a factory did not increase productivity, showing that human factors rather than physical factors influenced work. 2) Giving workers breaks, snacks, and flexible hours increased morale and decreased absenteeism but did not sustain higher productivity. 3) Interviewing workers revealed that complaints were influenced by social and emotional factors rather than objective facts alone. 4) Observing small work groups showed that informal relationships and social norms within the groups impacted individual behavior and output more than financial incentives alone.

1. HAWTHRONE EXPERIMENTS Research & Presenting by: Amrita Banerjee, Anupriya Baranwal, Sneha Poddar, Rubina Khatoon, Digvijay N. Singh, Amit Keshri & Amit Saboo

2. About Western Electric Company Engaged in manufacturing equipment for the telephone industry. High standards, concern for welfare of employees regarding wages and hours. No worker strike in over 20 years. High employee morale.

3. The Essence of Human Relation Organizational situation. Social process.

4. Finally… The term was coined in 1955 by Elton Mayo, Whitehead & Roethlisberger. Research began with a study conducted by Hawthorne at Western Electric Company. Conducted Research in Four Phases: - Illumination Experiments - Relay Assembly Test Room Experiments - Mass Interviewing Experiments - Bank Wiring Observation Room Experiments

5. Experiment # 1 - Illumination Experiments (1924 – 1927) Varied levels of illumination. - higher illumination – increase productivity First experiment - Two separate groups - one group – varied intensities of illumination - second group – constant intensities of illumination

6. Experiment & Result Increased illumination – both group – production increased. Intensity of illumination – decreased – production still increase. Production decrease – when intensity of illumination gets to the level of moonlight.

7. Final Conclusion Illumination – No effect on productivity. Human factor is responsible New Experiments started.

8. Experiment # 2 – Relay Assembly Test Room Experiments (1927 – 1928) Sets a relay assembly test room. Two girls. Four more girls – coworkers. Work – assembly of telephone relays. Output depend – speed & continuity One observer

9. Changes & Outcomes Each girl’s extra pay was based on the other five. Two 5min. rest later made it to 10min. Frequent break decrease the rhythm of work. In the Morning break coffee or soup served along with sandwich

10. Contd... In the evening break snack was provided. Change in working hours i.e. instead 5.00 p.m. changed to 4.30 p.m. later 4.00 p.m. Each change introduced - Absenteeism Decreased - Morale Increased - Less Supervision Revert back all changes – production increased

11. Final Result Change in Girl’s attitude – work & work group. Stability. Sense of belongingness. More freedom of work – responsibility & self discipline.

12. Experiment # 3 – Mass Interviewing Experiments (1928 – 1930) 20,000 interviews conducted during 1928-30. Direct questioning Disadvantage – not get to the root of the problem Now non-directive interviewing.

13. Major Finding Complaint is not necessarily an objective recital of facts. Objects, persons, and events are carriers of social meanings. Personal situation of the worker is a configuration of emotional balancing.

14. Contd… Status of the worker in the company – work allotted to him. Satisfaction or Dissatisfaction - Social status and social rewards. Social Demand – Social experiences

15. Conclusion Not satisfactory. Workers behavior influenced by group behavior. Study started on shop situation.

16. Experiment # 4 – Bank Wiring Observation Room Experiments (1931 – 1932) Analyze the functioning of small group & impact on individual behavior. 14 male workers employed - 9 wireman - 3 soldermen - 2 inspectors Work - to attach wire to switches.

17. Contd… Hourly wage rate – average output of each worker. Bonus – average group output. To earn more – produce more. To earn bonus – help each other Workers decided target for themselves – lower than companies.

18. Reason for restricted output Fear for unemployment. Fear of raising the standard. Protection of slower workers. Satisfaction on the part of management.

19. Result Workers sets certain norms. Informal relationship – important factor. Workers counseled – good human relations in regards to – - personal adjustment - Supervision - employee relations - management – employee relations.

20. Implication of Hawthorne Experiments Multiple needs. Interpersonal relations & Work situations. Informal relations.

21. Contd… Leadership. Supervision. Communication.

22. Criticism of Hawthorne Experiments Productivity is Ignored. Incomplete Package.

23. Contd… Missing link between humanization & Productivity. Keeping Employee happy is not enough.