The document summarizes the Human Relation Theory developed by Elton Mayo based on findings from the Hawthorne Studies conducted between 1924-1933. The studies consisted of several experiments to understand how social and psychological factors in the workplace impact productivity. A key finding was that productivity increased when workers felt valued by managers and coworkers through social interaction and attention to their needs, not just physical working conditions or financial incentives. The theory emphasizes the importance of human relationships over workers being mere cogs in the production process.

1. Human Relation Theory
Elton Mayo

2. Hawthorne Studies (1924-1933)
 This Theory gives higher importance to human relationship.
 It consider employees as a higher being rather than factor of production.
 It gives importance to workers need, feeling & interest on jobs. Its primary
focus is on human factor of an organization.
 This theory was developed by Elton Mayo.
 It is also known as Human Relation Theory.

3.  This Study mark the beginning of human relation theory.
 They consist a series of experiments that focuses on behavior in work place.
 Productivity is not only a technical but also social phenomenon or workers
attitude groom productivity.
 Workers are motivated by social needs.
 Team work improve Efficiency.
Hawthorne Studies (1924-1933)

4. Four phases of Hawthorne Study

5.  This Experiment was conducted to measure the affects of lightning on the
productivity to work in different department.
 Under this experiment adequate lightning facility was provided to one
department where as other department was not provided sufficient amount of
lightning.
 But the both condition, the productivity increase.
 This experiment shows that the productivity not only depend on working
condition but also social relationship among the worker at the work place.
Illumination Experiment Electricity

6.  Under this experiment 6 female & telephone assembled & were put in a separate
room.
 Frequently change were made in their working, in spite of such changes in the
performance & productivity was increasing.
 Thus, this experiment suggest that socio-physiological factors are keys for higher
performance & productivity.
Relay Assembly Test Room Experiment

7.  Under this a huge mass of workers were interviewed in order to know their
perception on the working life.
 This theory primarily focuses on human relation rather than physical working
condition.
 This interview confirmed that the importance of informal relation helps in
satisfying personal & social satisfaction to workers & influence their behavior in
order to provide higher output.
Mass Interview Program

8.  Under this experiment 14 male workers were found in a small group & were duly
observed by the superior.
 The main purpose of the experiment was to know the effect of social relationship
in a work group.
 This experiment concluded that employee would work hard. If they believe that
management are concerned about their welfare & if superior paid attention &
care to them.
 According to this experiment employees are guided more by group product
norms.
Bank wire room observation experiment

9.  The Hawthorne studies have had a remarkable impact on management in
organizations & how workers react to various situations.
 The research carried out at the Western Electrics Hawthorne plant during the
1920’s & earl 1930’s helped to initiate a whole new approach to human behavior
studies.
 The final result was “he organization of teamwork-that is, of sustained
cooperation leads to success.
Conclusion

10.  Productivity increases when workers believe that they are being observed closely.
 Employees perform better when managers & co-workers make them feel valued.
 Financial rewards are not necessarily conductive to increasing worker productivity.
 Workers are about self-fulfillment, autonomy, empowerment, social status &
personal relationships with co-workers.
Hawthorne Effect

11. Thank You
Prepared By: Raj