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Howthrone studies
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- 2. Introduction The studyis a chain of social and psychological experiments It was carried out by Mayo and Roethlisberger
- 3. • The studywas a collaboration between the company and a group of graduates from Harvard University. Mayo was the chief planner.
- 4. Hawthorne Effect Whenpeople have awareness that someone is observing their behavior, they modify it. A kind of reactivity in which people under observation alter their behavior.
- 5. Four Phases ofHawthorne Experiments First Phase: Sequence of Illumination tests from 1924 to 1927 Second Phase: Experiments focused on relay assembly department Third Phase: Interveiw with the employees Fourth Phase: Bank wiring test room Hawthorne Studies
- 6. Phase1-Illumination Experiments Productivity…bythe alterations in lighting conditions. To observe variation in productivity with decreasing or increasing illumination.
- 7. Continued… Two groups wereselected: i. Experimental group ii. The control group The findings of these experiments showed no significant difference in the productivity of both groups. Increased productivity was caused from the consideration received by the group, not by lighting conditions.
- 8. Phase 2: RelayAssembly Test Room Experiments Second study was to explain the impact of varied job conditions. Initially, six women were selected and they were placed under the observation of researcher.
- 9. Phase-2 These womenwere treated differently from normal employees consultations and agreements freedom to talk to each other free meal rest breaks As expected, rise in productivity was observed by researcher.
- 10. Continued… These womenestablished an association and trust and needed no supervision. Increased productivity is somewhat linked to the cheerful, open and friendly atmosphere for work. Afterwards, hours of the work for the day and week were shortened which gave similar outcomes.
- 11. Continued… Conversely, previousphysical working environment brought back by removing all advancements , the outcome surprisingly remained the same. Increased productivity wasn’t due to reduced fatigue, but it was due to the increased opportunities for social and mental attitudes towards work. This result was credited to the group dynamics.
- 12. Phase 3: TheInterviewing Program To determine the impacts of supervision, attitudes of the workers, salaries, increments and insurance policies over 21,000 interviews were conducted. In the initial phase, direct questioning was employed which generalized simple yes/ no answers where root of matter could not be assessed.
- 13. Continued… As suggestedby Mayo, interview method was then modified to non-directive interviewing where interviewer was asked to listen to instead of talking or advising. The interview programme gave valuable insights about the human behaviour in the company.
- 14. Continued… Similarly, performanceof the workers had also been improved. This was the purpose behind introducing supervision training to assist the observers to be able of paying attention and recognizing the issue of workers. During the course of interviews, it was discovered that worker’s behaviour was being influenced by group behavior.
- 15. Phase 4: TheBank-Wiring Observation Room Study. Fourth study was conducted to explore the central reasons which limit the workers’ productivity in social groups. To work in physical working conditions, a group of fourteen males was selected. The observer was held responsible for the behavior and communications of the employee only.
- 16. Continued… Researchers beganto recognize that productivity of workers was impacted by an informal group norm. It was not permissible for these workers to perform greater than the group norms. They would be treated badly and detached by the group if they did more.
- 17. Continued… These findings revealedthat the group pressure is more influential factor for the productivity of workers as compared to incentives.
- 18. Implications of Hawthorne Studies THESINGLE MOST SIGNIFICANT PART OF EMPIRICAL INDUSTRIAL SOCIAL SCIENCE EVER UNDERTAKEN IS THE HAWTHORNE STUDIES.
- 19. Implications of HawthorneStudies 1.Theoretical Contribution of Hawthorne Studies The essential changes in organizational behavior were introduced. The results show that people work not to get monetary reward only but also to satisfy their social needs . It means workers’ psychological and social needs should be considered with careful attention. 2.Contribution to the practical society The rates of organizational productivity improved. The managers must consider the study conducted by Mayo to know human behaviour. The study introduced personnel counselling program.
- 20. Conclusions of theStudy General Conclusions drawn from the Hawthorne effect studies: Individuals and their aptitudes are not perfect to expect their job performance, the production is highly impacted by social factors. The way individuals carry out the commands is based on the relation managers develop with their workers. There are certain norms of work-group which effect productivity.
- 21. Continued… The organizationand workplace is a social system, the Hawthorne studies viewed workplace a social platform made up of interdependent individuals. Moreover, it was proved that money is not a mere motivator for the workers, but many other elements. The quality of the productivity of workers is affected by the “human relations between supervisor and employee”.
- 22. Manager’s Role inthe light of Hawthorne Studies HAWTHORNE RESEARCHERS REVEALED THAT EMPLOYEES WILL WORK MORE EFFICIENTLY IF THEY ARE TREATED WITH ADMIRATION, REWARDED PROPERLY, AND THEIR THINKING AND GROUP DYNAMICS ARE RECOGNIZED.
- 23. Hence, managers arerequired to let the workers have fun environment to create a “ win-win situation” among the workers and managers both, because “A HAPPY WORKER IS A PRODUCTIVE WORKER” .
Editor's Notes
- #9 2. The work related to the assembly of telephone relays. Each relay consisted of a number of parts which women assembled into finished products.
- #10 An observer was associated with girls to supervise their work. Before each change was introduced, the girls were consulted. They were given opportunity to express their viewpoints and concerns to the supervisor.
- #16 The men were engaged in the assembly of terminal banks for the use in telephone exchanges.
- #23 School heads must admire, reward and motivate their workers. their efforts should be recognised