The Hawthorne experiments conducted between 1924-1932 at the Hawthorne plant of GE found that worker production was more related to emotional factors and informal relationships between employees than actual work conditions. A series of experiments varying lighting and work arrangements showed that increased production and worker satisfaction were mutually dependent, not solely due to changes in work factors. The experiments demonstrated the importance of non-economic rewards, democratic leadership, and involving workers in decision-making for increased efficiency and viewing the workplace as a social organization rather than just a means of production.