Presentation_of_Hawthrone_Study.pptx
•Download as PPTX, PDF•
0 likes•14 views
It presentation talks about Hawthorne study in organizational behavior it ppt help management students to understand about Hawthorne study
Report
Share
Report
Share
Recommended
hawthorneexperiments.ppt
The Hawthorne Experiments consisted of four parts conducted between 1924-1932 at Western Electric in the US. The experiments found that productivity increased even when lighting levels were changed, showing that social factors beyond physical conditions impacted work. Subsequent studies found that allowing worker participation, informal social relationships, and respect from management improved productivity more than incentives alone. The experiments concluded that psychological and social factors are key to worker satisfaction and output.
Hawthorne experiments
The Hawthorne Experiments consisted of four parts conducted between 1924-1932 at Western Electric Works in the US. The first experiment varied lighting levels and found productivity increased regardless, showing factors beyond lighting impacted work. The second experiment gave workers flexibility and found productivity rose. Interviews in the third experiment revealed productivity increased when workers could freely discuss important issues. The fourth embedded observers and found workers set their own standards. The conclusions determined social and psychological factors beyond physical conditions most impact productivity.
Odd
George Elton Mayo conducted the famous Hawthorne Studies in the 1920s and 1930s to understand what motivates workers. The studies found that social and psychological factors like feeling important, involvement in decision-making, and good relationships with coworkers significantly improved worker motivation and productivity, more so than physical working conditions or financial incentives alone. Specifically, two groups of women saw higher productivity when involved in management decisions and able to freely communicate, showing the importance of meeting workers' social and psychological needs to maximize performance.
Human behaviour school
The document provides a timeline of management thought from classical to humanistic theories. It discusses key contributors and findings. Classical theories like Taylor's scientific management and Fayol's administrative theory focused on tasks and control. The Hawthorne Studies in the 1920s-30s found that social relationships and worker satisfaction impacted productivity more than physical conditions. This led to human relations theory emphasizing the individual and two-way communication over production. Thinkers like Follett, Mayo, and Barnard incorporated social and psychological factors into management.
lecture hawthorne experiments
The Hawthorne experiments conducted between 1924-1932 at the Western Electric Company in Chicago studied the impact of various workplace factors on worker productivity. The first experiment tested different light intensity levels but found no clear relationship with output, prompting further study of social and psychological factors. Subsequent experiments manipulated incentives, work hours, breaks and supervision. Across studies, productivity generally increased in response to changes and attention, regardless of the specific changes, highlighting the importance of human relationships in the workplace.
Howthrone studies
The Hawthorne studies consisted of four phases of experiments conducted between 1924-1927. The studies found that increased productivity resulted from workers receiving consideration and attention from managers, rather than just changes to physical work conditions like lighting. Later phases found productivity increased further when workers were allowed more freedom and input, and that group dynamics had a strong influence on individual worker productivity. The implications were that psychological and social factors in the workplace are important for motivation, and that managers should recognize informal work groups and treat employees well to improve productivity.
Hawthorne-effect .pptx
The Hawthorne Studies conducted experiments at Western Electric Company in Chicago from 1924-1932 to understand how human behavior affects productivity. The studies found that productivity increased with any changes made, including increased lighting or shorter hours, due to the attention paid to workers rather than the changes themselves. Later experiments confirmed social bonds between workers and feeling valued by management positively impacted productivity more than financial incentives alone. The studies established that social and psychological factors are more important for motivation than physical working conditions.
Hawthorne experiment
The Hawthorne studies, which were conducted by Elton Mayo and Fritz Roethlisberger in the 1920s with the workers at the Hawthorne plant of the Western Electric Company, were part of an emphasis on socio-psychological aspects of human behavior in organizations.
Recommended
hawthorneexperiments.ppt
The Hawthorne Experiments consisted of four parts conducted between 1924-1932 at Western Electric in the US. The experiments found that productivity increased even when lighting levels were changed, showing that social factors beyond physical conditions impacted work. Subsequent studies found that allowing worker participation, informal social relationships, and respect from management improved productivity more than incentives alone. The experiments concluded that psychological and social factors are key to worker satisfaction and output.
Hawthorne experiments
The Hawthorne Experiments consisted of four parts conducted between 1924-1932 at Western Electric Works in the US. The first experiment varied lighting levels and found productivity increased regardless, showing factors beyond lighting impacted work. The second experiment gave workers flexibility and found productivity rose. Interviews in the third experiment revealed productivity increased when workers could freely discuss important issues. The fourth embedded observers and found workers set their own standards. The conclusions determined social and psychological factors beyond physical conditions most impact productivity.
Odd
George Elton Mayo conducted the famous Hawthorne Studies in the 1920s and 1930s to understand what motivates workers. The studies found that social and psychological factors like feeling important, involvement in decision-making, and good relationships with coworkers significantly improved worker motivation and productivity, more so than physical working conditions or financial incentives alone. Specifically, two groups of women saw higher productivity when involved in management decisions and able to freely communicate, showing the importance of meeting workers' social and psychological needs to maximize performance.
Human behaviour school
The document provides a timeline of management thought from classical to humanistic theories. It discusses key contributors and findings. Classical theories like Taylor's scientific management and Fayol's administrative theory focused on tasks and control. The Hawthorne Studies in the 1920s-30s found that social relationships and worker satisfaction impacted productivity more than physical conditions. This led to human relations theory emphasizing the individual and two-way communication over production. Thinkers like Follett, Mayo, and Barnard incorporated social and psychological factors into management.
lecture hawthorne experiments
The Hawthorne experiments conducted between 1924-1932 at the Western Electric Company in Chicago studied the impact of various workplace factors on worker productivity. The first experiment tested different light intensity levels but found no clear relationship with output, prompting further study of social and psychological factors. Subsequent experiments manipulated incentives, work hours, breaks and supervision. Across studies, productivity generally increased in response to changes and attention, regardless of the specific changes, highlighting the importance of human relationships in the workplace.
Howthrone studies
The Hawthorne studies consisted of four phases of experiments conducted between 1924-1927. The studies found that increased productivity resulted from workers receiving consideration and attention from managers, rather than just changes to physical work conditions like lighting. Later phases found productivity increased further when workers were allowed more freedom and input, and that group dynamics had a strong influence on individual worker productivity. The implications were that psychological and social factors in the workplace are important for motivation, and that managers should recognize informal work groups and treat employees well to improve productivity.
Hawthorne-effect .pptx
The Hawthorne Studies conducted experiments at Western Electric Company in Chicago from 1924-1932 to understand how human behavior affects productivity. The studies found that productivity increased with any changes made, including increased lighting or shorter hours, due to the attention paid to workers rather than the changes themselves. Later experiments confirmed social bonds between workers and feeling valued by management positively impacted productivity more than financial incentives alone. The studies established that social and psychological factors are more important for motivation than physical working conditions.
Hawthorne experiment
The Hawthorne studies, which were conducted by Elton Mayo and Fritz Roethlisberger in the 1920s with the workers at the Hawthorne plant of the Western Electric Company, were part of an emphasis on socio-psychological aspects of human behavior in organizations.
Hawthorne experiments
The Hawthorne studies were a series of experiments conducted between 1924-1932 at the Western Electric Company in Chicago to study the impact of workplace conditions on worker productivity. The studies found that improved lighting had little impact on productivity, but that worker productivity and satisfaction increased in response to being studied, regardless of changes made. The researchers concluded that social and psychological factors strongly influence worker performance.
Principle of Management _Hawthorne-Experiments.pptx
George Elton Mayo conducted the famous Hawthorne Experiments between 1924-1932 at Western Electric's Hawthorne plant in Chicago to study the impact of human relations on productivity. The experiments found that productivity increased regardless of changes made, demonstrating that social and psychological factors like feelings of recognition, job satisfaction and group dynamics significantly influence worker output. The Hawthorne Experiments highlighted the importance of these human/social aspects in management and helped establish the human relations movement in organizational theory.
Organisational Behaviour & Development 1
This document provides an overview of organizational behaviour. It defines organizational behaviour as the study of human behavior in organizations. The document outlines several key aspects of organizational behaviour including its nature and scope as an interdisciplinary field, various approaches to studying it, and importance. It also summarizes findings from seminal studies on organizational behaviour like the Hawthorne studies from the 1920s-1930s which explored how variables like lighting, work hours, and breaks impacted productivity. The document is intended as a teaching aid to introduce students to the topic of organizational behaviour.
HAWTHRONE EXPERIMENT.pptx
The Hawthorne Experiment conducted between 1924-1932 at the Western Electric Company in the United States studied the effects of various factors on worker productivity. It consisted of four parts: illumination experiments which found factors other than light affected productivity; a relay assembly study that found increased breaks and social conditions improved output; mass employee interviews to understand attitudes; and a wiring observation study where group incentives increased standards. The experiment concluded that good communication, participation, respect, and social/psychological factors improved job satisfaction, performance, and supervisor-employee relations.
Hawthrone experiment
The Hawthorne experiments from 1924-1932 studied how worker productivity was affected by changes in physical work conditions like lighting and break times. Researchers found that productivity increased regardless of the changes, due to the psychological effect of workers feeling valued by being observed. The experiments highlighted the importance of social and emotional factors in the workplace over physical ones alone, and helped establish the field of human relations in management.
Elton mayo ppt
Human Relations Movement, Westren Electrical Company, Bell Tele phone , Chicago, Harward University, Business
POM (HUMAN RELATIONSHIP MANAGEMENT)
The document summarizes the Hawthorne experiments which studied the impact of various working conditions on productivity. The experiments found that informal social groups among workers had a significant influence on attitudes and behavior, rather than physical conditions like illumination levels. Interviews with over 20,000 workers also revealed that informal groups established social norms within the workplace that influenced members' productivity.
Organisational Behavior and Development
The document summarizes key aspects of organizational behaviour including:
1) Organizational behaviour is concerned with studying human behaviour in organizations. It examines individuals and groups in organizations.
2) The Hawthorne studies from 1924-1932 explored how variables like lighting, work hours, breaks and food impacted productivity of workers at the Hawthorne plant. They found that workers responded positively simply from the attention of being studied.
3) The relay assembly experiments and bank wiring room experiments further explored how social and group dynamics within organizations influenced worker behaviour and productivity more than financial incentives alone. Informal groups formed among workers that impacted their responses.
Hawthrone studies ( Human Relation Theory)
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.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
Human Relation Theory: The Hawthorne Experiment
The Hawthorne experiments conducted between 1924-1932 studied the impact of workplace conditions on worker productivity. The experiments occurred in four phases where test groups had variations in illumination, work hours, supervision, and payment incentives compared to control groups. The researchers found that increased productivity could not be solely attributed to better conditions, as social factors also influenced workers. The experiments concluded that employees are social beings affected by group dynamics, supervision styles, and morale more than technical or economic reasons.
Elton mayo hawthorne experiment
The Hawthorne experiments conducted in the 1920s and 1930s studied the effects of various workplace conditions on productivity. Led by Elton Mayo, the studies found that social and psychological factors strongly influenced worker behavior and output. Specifically, participation in decision-making, attention from managers, good social relationships among coworkers, and feeling valued on the job all increased productivity, regardless of physical working conditions. The experiments concluded that non-financial motivations are important for worker satisfaction and performance.
lecture-hawthorne-experiments_POM.ppt
The Hawthorne experiments conducted between 1924-1932 at the Western Electric Company in Chicago consisted of several studies to determine the impact of various workplace factors on worker productivity. The initial illumination experiments found no correlation between lighting levels and output. Subsequent relay assembly room tests manipulated incentives, hours, breaks and found productivity increased with attention alone. Interviews of over 20,000 workers revealed the importance of social dynamics, status and group pressures in influencing individual performance. The experiments marked a shift toward understanding human behavior in organizations.
Behavioural Theories of an Organisationa
The document discusses two behavioral theories: human relation theory and human behavior theory. It summarizes the key phases and findings of the Hawthorne experiments, which helped establish human relation theory. The experiments found that social and psychological factors, not just physical working conditions, influenced productivity. Human behavior theory is based on concepts from psychology and emphasizes that people have different needs and behaviors based on individual factors. Both theories view employees as social beings influenced by groups rather than just responding to financial incentives.
student report on io history 2
The document summarizes the findings of the Hawthorne studies conducted in the 1920s. The studies originally aimed to examine how environmental factors like lighting impacted productivity. However, researchers found that both the test and control groups improved productivity regardless of changes, likely due to the attention from the studies. This led to insights about social and psychological factors being important motivators beyond just economic incentives. The Hawthorne studies helped establish social psychology and human relations aspects in organizational management.
BEHAVIOURAL APPROACH TO MANAGEMENT
The behavioral approach to management focuses on employees as individuals and as part of work groups, with an emphasis on meeting their needs. The Hawthorne studies from 1924-1932 examined how social and emotional factors impact worker productivity. The studies found that workers performed better when they felt respected and part of a team. Simply showing concern for employees can motivate better performance due to the "Hawthorne Effect", where people work harder because they feel somebody cares. The behavioral approach led to a greater understanding of human behavior in organizations.
Hawthrone studies explained
Here are the key findings of the Hawthorne experiments in 5 sentences:
1. The experiments found no direct relationship between physical factors like lighting and worker productivity.
2. Worker motivation is influenced by psychological and social factors like feelings, attitudes, and relationships rather than just economic incentives.
3. Work is best viewed as a group activity shaped by social interactions rather than just individual tasks.
4. Attention to human and social factors can positively impact worker development and performance.
5. Informal social groups formed by workers and can influence productivity norms and behavior more than formal management structures.
Hawthrone studies
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to study the impact of various workplace conditions like illumination, incentives, breaks and supervision on worker productivity but found no conclusive relationship between physical factors and output.
3. They discovered that social and psychological factors have a greater influence on worker behavior and productivity than physical factors alone, giving rise to the field of human relations in management. The experiments demonstrated that workers seek recognition, a sense of belonging and job security.
Presentation on the hawthorne
The Hawthorne experiments conducted between 1924-1932 at Western Electric's factory in Chicago examined how workplace conditions affected productivity. The experiments found that productivity increased even when lighting levels were reduced, showing no relationship between lighting and output. Subsequent studies found that allowing workers more flexibility and participation in decision-making, as well as greater attention from managers, led to higher morale and productivity among employees. The experiments concluded that socio-psychological factors have a greater influence on worker performance and satisfaction than mere physical conditions alone.
Presentation_On_Digital_Marketing_Strategies_of_Mahindra_and_Mahindra.pptx
This presentation provides an overview of Mahindra and Mahindra's digital marketing strategies. It discusses key topics like what digital marketing is, the elements of digital marketing, segmentation, targeting and positioning of customers, social media marketing campaigns on platforms like Facebook and Twitter, SEO strategies to increase organic traffic, influencer marketing partnerships with celebrities, e-commerce strategies including online vehicle sales, and mobile apps for services. The goal of Mahindra's digital efforts is to promote its automotive products to target upper-middle income customers seeking luxury vehicles.
Presentation_of_Non_Monetary_Incentives_and_Economic_Benefits.pptx
The document discusses non-monetary incentives and economic benefits. It defines non-monetary incentives as rewards given for exceptional performance that are not cash-based. Examples include flexible work schedules and training opportunities. While low-cost, non-monetary incentives can boost engagement, full participation is not guaranteed. Economic benefits are quantified advantages like income, profits, and tax revenues from growth. Higher economic growth leads to lower unemployment and better public services due to increased tax revenues. Common types of economic benefits include economies of scale and bargaining power. Potential downsides include inconsistent income and business expenses for the self-employed.
More Related Content
Similar to Presentation_of_Hawthrone_Study.pptx
Hawthorne experiments
The Hawthorne studies were a series of experiments conducted between 1924-1932 at the Western Electric Company in Chicago to study the impact of workplace conditions on worker productivity. The studies found that improved lighting had little impact on productivity, but that worker productivity and satisfaction increased in response to being studied, regardless of changes made. The researchers concluded that social and psychological factors strongly influence worker performance.
Principle of Management _Hawthorne-Experiments.pptx
George Elton Mayo conducted the famous Hawthorne Experiments between 1924-1932 at Western Electric's Hawthorne plant in Chicago to study the impact of human relations on productivity. The experiments found that productivity increased regardless of changes made, demonstrating that social and psychological factors like feelings of recognition, job satisfaction and group dynamics significantly influence worker output. The Hawthorne Experiments highlighted the importance of these human/social aspects in management and helped establish the human relations movement in organizational theory.
Organisational Behaviour & Development 1
This document provides an overview of organizational behaviour. It defines organizational behaviour as the study of human behavior in organizations. The document outlines several key aspects of organizational behaviour including its nature and scope as an interdisciplinary field, various approaches to studying it, and importance. It also summarizes findings from seminal studies on organizational behaviour like the Hawthorne studies from the 1920s-1930s which explored how variables like lighting, work hours, and breaks impacted productivity. The document is intended as a teaching aid to introduce students to the topic of organizational behaviour.
HAWTHRONE EXPERIMENT.pptx
The Hawthorne Experiment conducted between 1924-1932 at the Western Electric Company in the United States studied the effects of various factors on worker productivity. It consisted of four parts: illumination experiments which found factors other than light affected productivity; a relay assembly study that found increased breaks and social conditions improved output; mass employee interviews to understand attitudes; and a wiring observation study where group incentives increased standards. The experiment concluded that good communication, participation, respect, and social/psychological factors improved job satisfaction, performance, and supervisor-employee relations.
Hawthrone experiment
The Hawthorne experiments from 1924-1932 studied how worker productivity was affected by changes in physical work conditions like lighting and break times. Researchers found that productivity increased regardless of the changes, due to the psychological effect of workers feeling valued by being observed. The experiments highlighted the importance of social and emotional factors in the workplace over physical ones alone, and helped establish the field of human relations in management.
Elton mayo ppt
Human Relations Movement, Westren Electrical Company, Bell Tele phone , Chicago, Harward University, Business
POM (HUMAN RELATIONSHIP MANAGEMENT)
The document summarizes the Hawthorne experiments which studied the impact of various working conditions on productivity. The experiments found that informal social groups among workers had a significant influence on attitudes and behavior, rather than physical conditions like illumination levels. Interviews with over 20,000 workers also revealed that informal groups established social norms within the workplace that influenced members' productivity.
Organisational Behavior and Development
The document summarizes key aspects of organizational behaviour including:
1) Organizational behaviour is concerned with studying human behaviour in organizations. It examines individuals and groups in organizations.
2) The Hawthorne studies from 1924-1932 explored how variables like lighting, work hours, breaks and food impacted productivity of workers at the Hawthorne plant. They found that workers responded positively simply from the attention of being studied.
3) The relay assembly experiments and bank wiring room experiments further explored how social and group dynamics within organizations influenced worker behaviour and productivity more than financial incentives alone. Informal groups formed among workers that impacted their responses.
Hawthrone studies ( Human Relation Theory)
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.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
hawthronestudiesexplained-121018032038-phpapp02.pdf
Elton Mayo conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago. The experiments studied how various physical and social factors impacted worker productivity. They found that productivity increased in response to changes in lighting, breaks, and incentives, but also increased even when conditions returned to normal. This introduced the concept of the "Hawthorne Effect" where workers' productivity is impacted simply by being studied. The experiments highlighted the importance of social and psychological factors in influencing worker behavior over physical factors alone.
Human Relation Theory: The Hawthorne Experiment
The Hawthorne experiments conducted between 1924-1932 studied the impact of workplace conditions on worker productivity. The experiments occurred in four phases where test groups had variations in illumination, work hours, supervision, and payment incentives compared to control groups. The researchers found that increased productivity could not be solely attributed to better conditions, as social factors also influenced workers. The experiments concluded that employees are social beings affected by group dynamics, supervision styles, and morale more than technical or economic reasons.
Elton mayo hawthorne experiment
The Hawthorne experiments conducted in the 1920s and 1930s studied the effects of various workplace conditions on productivity. Led by Elton Mayo, the studies found that social and psychological factors strongly influenced worker behavior and output. Specifically, participation in decision-making, attention from managers, good social relationships among coworkers, and feeling valued on the job all increased productivity, regardless of physical working conditions. The experiments concluded that non-financial motivations are important for worker satisfaction and performance.
lecture-hawthorne-experiments_POM.ppt
The Hawthorne experiments conducted between 1924-1932 at the Western Electric Company in Chicago consisted of several studies to determine the impact of various workplace factors on worker productivity. The initial illumination experiments found no correlation between lighting levels and output. Subsequent relay assembly room tests manipulated incentives, hours, breaks and found productivity increased with attention alone. Interviews of over 20,000 workers revealed the importance of social dynamics, status and group pressures in influencing individual performance. The experiments marked a shift toward understanding human behavior in organizations.
Behavioural Theories of an Organisationa
The document discusses two behavioral theories: human relation theory and human behavior theory. It summarizes the key phases and findings of the Hawthorne experiments, which helped establish human relation theory. The experiments found that social and psychological factors, not just physical working conditions, influenced productivity. Human behavior theory is based on concepts from psychology and emphasizes that people have different needs and behaviors based on individual factors. Both theories view employees as social beings influenced by groups rather than just responding to financial incentives.
student report on io history 2
The document summarizes the findings of the Hawthorne studies conducted in the 1920s. The studies originally aimed to examine how environmental factors like lighting impacted productivity. However, researchers found that both the test and control groups improved productivity regardless of changes, likely due to the attention from the studies. This led to insights about social and psychological factors being important motivators beyond just economic incentives. The Hawthorne studies helped establish social psychology and human relations aspects in organizational management.
BEHAVIOURAL APPROACH TO MANAGEMENT
The behavioral approach to management focuses on employees as individuals and as part of work groups, with an emphasis on meeting their needs. The Hawthorne studies from 1924-1932 examined how social and emotional factors impact worker productivity. The studies found that workers performed better when they felt respected and part of a team. Simply showing concern for employees can motivate better performance due to the "Hawthorne Effect", where people work harder because they feel somebody cares. The behavioral approach led to a greater understanding of human behavior in organizations.
Hawthrone studies explained
Here are the key findings of the Hawthorne experiments in 5 sentences:
1. The experiments found no direct relationship between physical factors like lighting and worker productivity.
2. Worker motivation is influenced by psychological and social factors like feelings, attitudes, and relationships rather than just economic incentives.
3. Work is best viewed as a group activity shaped by social interactions rather than just individual tasks.
4. Attention to human and social factors can positively impact worker development and performance.
5. Informal social groups formed by workers and can influence productivity norms and behavior more than formal management structures.
Hawthrone studies
1. Elton Mayo and other researchers conducted a series of experiments known as the Hawthorne Experiments between 1924-1932 at the Hawthorne Works of Western Electric Company in Chicago.
2. The experiments sought to study the impact of various workplace conditions like illumination, incentives, breaks and supervision on worker productivity but found no conclusive relationship between physical factors and output.
3. They discovered that social and psychological factors have a greater influence on worker behavior and productivity than physical factors alone, giving rise to the field of human relations in management. The experiments demonstrated that workers seek recognition, a sense of belonging and job security.
Presentation on the hawthorne
The Hawthorne experiments conducted between 1924-1932 at Western Electric's factory in Chicago examined how workplace conditions affected productivity. The experiments found that productivity increased even when lighting levels were reduced, showing no relationship between lighting and output. Subsequent studies found that allowing workers more flexibility and participation in decision-making, as well as greater attention from managers, led to higher morale and productivity among employees. The experiments concluded that socio-psychological factors have a greater influence on worker performance and satisfaction than mere physical conditions alone.
Similar to Presentation_of_Hawthrone_Study.pptx (20)
Principle of Management _Hawthorne-Experiments.pptx
Principle of Management _Hawthorne-Experiments.pptx
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
hawthronestudiesexplained-121018032038-phpapp02.pdf
More from AnkitRajPandey
Presentation_On_Digital_Marketing_Strategies_of_Mahindra_and_Mahindra.pptx
This presentation provides an overview of Mahindra and Mahindra's digital marketing strategies. It discusses key topics like what digital marketing is, the elements of digital marketing, segmentation, targeting and positioning of customers, social media marketing campaigns on platforms like Facebook and Twitter, SEO strategies to increase organic traffic, influencer marketing partnerships with celebrities, e-commerce strategies including online vehicle sales, and mobile apps for services. The goal of Mahindra's digital efforts is to promote its automotive products to target upper-middle income customers seeking luxury vehicles.
Presentation_of_Non_Monetary_Incentives_and_Economic_Benefits.pptx
The document discusses non-monetary incentives and economic benefits. It defines non-monetary incentives as rewards given for exceptional performance that are not cash-based. Examples include flexible work schedules and training opportunities. While low-cost, non-monetary incentives can boost engagement, full participation is not guaranteed. Economic benefits are quantified advantages like income, profits, and tax revenues from growth. Higher economic growth leads to lower unemployment and better public services due to increased tax revenues. Common types of economic benefits include economies of scale and bargaining power. Potential downsides include inconsistent income and business expenses for the self-employed.
Presentation_On_Performance_Appraisal.pptx
This document discusses performance appraisal, which is a regular review of an employee's job performance and contribution to a company. It outlines several key points, including the purpose of performance appraisals in providing feedback, facilitating promotions/downsizing, and determining compensation. The document also describes the performance appraisal process of establishing standards, measuring actual performance, comparing to standards, and taking corrective actions. Finally, it examines both traditional methods like rating scales and checklists as well as modern methods like 360 degree feedback and management by objectives.
Presentation_On_Retail_Surey_of_Retail_Shops.pdf
The document summarizes a retail survey of various brands conducted with retailers in Dhurwa, Ranchi, Jharkhand. The survey collected feedback on quality, price satisfaction, and sales of Pepsodent toothpaste, Syska LED bulbs, and MDH masala. For all brands, retailers rated the quality 5/5. Most customers were satisfied with price and quality, with perfect satisfaction levels for Pepsodent toothpaste. Conclusions determined high sales and majority customer satisfaction for all products.
Presentation_of_FMCG_Industry.pdf
The document discusses the Fast Moving Consumer Goods (FMCG) industry in India. It provides an introduction to the industry, outlines the roles and responsibilities of team members presenting on the topic, and previews the presentation sections which will cover the history, present position, future outlook, revenue, and key products of the FMCG sector. The FMCG industry is the fourth largest in India's economy and employs over three million people. Household and personal care accounts for 50% of sales, with healthcare and food/beverage making up the remainder.
Presentation_on_Business_Communication.pptx
This document provides an overview of key elements in the communication process:
1) Communication involves the transmission of messages from a sender to a receiver through a channel. The sender encodes a message using words, symbols, or pictures, while the receiver decodes the message.
2) Key elements in the process include the message itself, the sender and receiver, the communication channel, and filters that could impact the message.
3) Feedback from the receiver is also an important element, as it allows the sender to assess whether the message was successfully understood or if changes are needed.
A Study on a survey on Laptop.pptx
This presentation summarizes a study on customer satisfaction with laptops. A survey was conducted using Google Forms to collect data on the brand, screen size, customer satisfaction, rating, age of laptop, battery life, and design of laptops customers are using. The results showed that 33.3% of customers use HP laptops, 55.6% have 15-17 inch screens, 66.7% are happy with their current laptop, and 55.6% rate their laptop as good.
More from AnkitRajPandey (7)
Presentation_On_Digital_Marketing_Strategies_of_Mahindra_and_Mahindra.pptx
Presentation_On_Digital_Marketing_Strategies_of_Mahindra_and_Mahindra.pptx
Presentation_of_Non_Monetary_Incentives_and_Economic_Benefits.pptx
Presentation_of_Non_Monetary_Incentives_and_Economic_Benefits.pptx
Recently uploaded
How to deliver Powerpoint Presentations.pptx
"How to make and deliver dynamic presentations by making it more interactive to captivate your audience attention"
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdThe History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
Temple of Asclepius in Thrace. Excavation results
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
Event Link:- https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-mule-event-processing-models/
Agenda
● What is event processing in MuleSoft?
● Types of event processing models in Mule 4
● Distinction between the reactive, parallel, blocking & non-blocking processing
For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
Speaker:-
Shivani Yasaswi - https://www.linkedin.com/in/shivaniyasaswi/
Organizers:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Physical pharmaceutics notes for B.pharm students
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience Wahiba Chair Training & Consulting
Wahiba Chair's Talk at the 2024 Learning Ideas Conference. Recently uploaded (20)
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
IGCSE Biology Chapter 14- Reproduction in Plants.pdf
IGCSE Biology Chapter 14- Reproduction in Plants.pdf
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience
Presentation_of_Hawthrone_Study.pptx
- 1. PRESENTATION ON HAWTHRONNE STUDY MASTER OF BUSINESS ADMINISTRATION Submitted By: NAME: ANKIT RAJ PROGRAM: MBA-(I) SESSION: 2022-2024 Submitted To: Rumna Mam
- 2. HAWTHRONE STUDY The Human Relation Movement began with the Hawthrone Study. They were conducted at Western Electrical Works in USA, in between 1924-1932. It was initially designed by Western Electric Industrial Engineers.
- 3. Four Parts of Hawthrone Study Part I- illumination Experiment (1924-27) Part II- Relay Assembly Test Room Study (1927- 29) Part III- Mass Interviewing Programme (1928- 1930) Part IV- Bank Wiring Observation Room Experiment (1932)
- 4. Part I- illumination Experiment (1924- 27) These experiments were performed to find out the effect of different of illumination (lighting) or productivity of labours. The brightness of light was increased and decreased to find out the effect on the productivity of the test group. The productivity increased even when the level of illumination was decreased. It was concluded that factors other than light were also important.
- 5. Part II- Relay Assembly Test Room Study (1927-29) Under these test two small group of six female telephone relay assemblers were selected. Each group was kept in a separate room. From time to time, change were made in working hours, rest periods, lunch breaks etc. They were allowed to choose their own rest periods and to give suggestion. It was concluded the social relationship among workers, participation in decision-making, etc. had greater effect on productivity than working condition.
- 6. Part III- Mass Interviewing Programme (1928-20) 21,000 employees interviewed over a period of three years to find out reasons for increased productivity. It was concluded that productivity can be increased if workers are allowed to talk freely about matters that are important to them.
- 7. Part IV- Bank Wiring Observation Room Experiment (1932) A group of 14 male workers in bank wiring room were placed under observation of six months. The researchers thoughts that the efficient workers would put pressure on the less efficient workers to complete the work. However, it was found that the group establish it own was found standards of output and social pressure was use to achieved the standards of output.
- 8. Criticism of Hawthrone Study The Hawthrone Study are criticized on the followings: 1. Lacks Validity. 2. More important to Human Aspects. 3. More Group-Decision Making. 4. Over importance to freedom to workers.
- 9. Conclusion of Hawthrone Study 1. The social factors are responsible for worker’s productivity and job satisfaction. Only physical working conditions are no enough to increase productivity. 2. The informal relations among workers influences worker’s behavior and performance more than formal relations in thee organization. 3. Employees will perform better if they are allowed to participate in decision- making affecting their interests. 4. Employees will also work more efficiency when they believe that the management is interested in their welfare. 5. When employees are treated with respect and dignity, their performance will improve.