Hawthorne Studies

Chapter TwoChapter Two
Hawthorne StudiesHawthorne Studies
SMS Kabir, smskabir@psy.jnu.ac.bd;
smskabir218@gmail.com 1

IntroductionIntroduction
There is a deep relationship between attitudeThere is a deep relationship between attitude
and productivity. If the workers attitude towardand productivity. If the workers attitude toward
their job is positive then productivity increasestheir job is positive then productivity increases
and if the attitude toward their job is negativeand if the attitude toward their job is negative
productivity decreases.productivity decreases.
The relationship between attitude andThe relationship between attitude and
productivity can be justified by the followingproductivity can be justified by the following
experiment.experiment.

Hawthorne StudiesHawthorne Studies
At 1920s by the initiative of National Research CouncilAt 1920s by the initiative of National Research Council
Professor Elton Mayo and his associates started theirProfessor Elton Mayo and his associates started their
research in Hawthorne plant of Western Electric Companyresearch in Hawthorne plant of Western Electric Company
at Chicago.at Chicago.
Professor Elton mayo was a behavioral scientist and theProfessor Elton mayo was a behavioral scientist and the
research was started in 1924. Professor Mayo got theresearch was started in 1924. Professor Mayo got the
following scientist as his assistants in this research. Theyfollowing scientist as his assistants in this research. They
are F.T. Roethlisbarger, T.N. Whitehead, W.J. Dickson,are F.T. Roethlisbarger, T.N. Whitehead, W.J. Dickson,
Homanes. Though the experiment was planned to run forHomanes. Though the experiment was planned to run for
one year but it was continued for twelve years.one year but it was continued for twelve years.
Elton mayo himself described the experiment thus. In theElton mayo himself described the experiment thus. In the
beginning the researchers concerned with determining howbeginning the researchers concerned with determining how
factors in the physical environment such as lighting andfactors in the physical environment such as lighting and
temperature affected in which workers cooperated in thetemperature affected in which workers cooperated in the
job at hand.job at hand.

Hawthorne Studies (cont..)Hawthorne Studies (cont..)
The series of experiments that comprise the HawthorneThe series of experiments that comprise the Hawthorne
Studies are significant because those responsible for theStudies are significant because those responsible for the
work were able to investigate many of the dependentwork were able to investigate many of the dependent
variables found in human experimentation, especially thosevariables found in human experimentation, especially those
among workers. Ordinarily the assumptions made as to theamong workers. Ordinarily the assumptions made as to the
independent variables preclude the possibility of validindependent variables preclude the possibility of valid
findings. Probably the most significant results of thesefindings. Probably the most significant results of these
studies are the fact that workers are affected by factorsstudies are the fact that workers are affected by factors
outside the job to an even greater extent than by those onoutside the job to an even greater extent than by those on
the job itself, and that they organize into informal socialthe job itself, and that they organize into informal social
groups. These organizations take precedence overgroups. These organizations take precedence over
management-employee organizations and determinemanagement-employee organizations and determine
production to as great an extent as do changes of a job-production to as great an extent as do changes of a job-
environment nature. The disregard of “outside the job”environment nature. The disregard of “outside the job”
factors and employee self-grouping has led many studiesfactors and employee self-grouping has led many studies
conducted by management to erroneous conclusions.conducted by management to erroneous conclusions.SMS Kabir, smskabir@psy.jnu.ac.bd;

Categorize the StudiesCategorize the Studies
The Hawthorne Studies can be conveniently divided intoThe Hawthorne Studies can be conveniently divided into
five major parts, one of which has two subdivisions. Eachfive major parts, one of which has two subdivisions. Each
part is an outgrowth of the preceding one. In manypart is an outgrowth of the preceding one. In many
respects each follows the other logically, but no one couldrespects each follows the other logically, but no one could
have predicted the complex nature of the findings or thehave predicted the complex nature of the findings or the
ramifications of procedure from the simple, unpretentiousramifications of procedure from the simple, unpretentious
beginning. The five studies are referred to as:beginning. The five studies are referred to as:
 Experiments of IlluminationExperiments of Illumination
 Relay Assembly Test RoomRelay Assembly Test Room
 Second Relay Assemble Test RoomSecond Relay Assemble Test Room
 Mica Splitting Test RoomMica Splitting Test Room
 Mass Interviewing ProgramMass Interviewing Program
 Bank Wiring Observation RoomBank Wiring Observation Room
 Personnel Counseling.Personnel Counseling.SMS Kabir, smskabir@psy.jnu.ac.bd;

Experiments of IlluminationExperiments of Illumination
Under the illumination experiment a group of worker formUnder the illumination experiment a group of worker form
the same work place is taken. The group of workers isthe same work place is taken. The group of workers is
divided into two groups. One is called “experimentaldivided into two groups. One is called “experimental
group” another is called “control group”. These groups aregroup” another is called “control group”. These groups are
being separated form each other and have to work in twobeing separated form each other and have to work in two
separate shades. Professor Mayo and his associatesseparate shades. Professor Mayo and his associates
increased and decreased the lighting and temperature onincreased and decreased the lighting and temperature on
the experimental group. The lighting and temperature ofthe experimental group. The lighting and temperature of
the control group are keeping remaining the same. Thethe control group are keeping remaining the same. The
variation lighting and temperature is done to measure thevariation lighting and temperature is done to measure the
production rate of the two groups. When the researchersproduction rate of the two groups. When the researchers
get their first result they are shocked. The two groupsget their first result they are shocked. The two groups
produce the same amount of production.produce the same amount of production.

Experiments of Illumination (cont..)Experiments of Illumination (cont..)
Firstly, they think that it is an accident but when theyFirstly, they think that it is an accident but when they
repeat the experiment again they get the same result.repeat the experiment again they get the same result.
Then the researchers understood that lighting andThen the researchers understood that lighting and
temperature is not the prime factor. There is other factortemperature is not the prime factor. There is other factor
related with production. So, they talk with the tworelated with production. So, they talk with the two
groupsgroups
Experimental group told the following reasons forExperimental group told the following reasons for
increase of production:increase of production:
 Experimental group:Experimental group:
 The workers were the center of attraction of management.The workers were the center of attraction of management.
 The workers were made to feel important.The workers were made to feel important.
 They believe that increase of production will give them someThey believe that increase of production will give them some
advantages.advantages.

Experiments of Illumination (cont..)Experiments of Illumination (cont..)
Control group:Control group:
 The workers in the control group wanted to show that theyThe workers in the control group wanted to show that they
were as good as those in the experimental group.were as good as those in the experimental group.
 As they got the sufficient lighting and temperature theyAs they got the sufficient lighting and temperature they
gave their best effort in the job.gave their best effort in the job.
So, in the conclusion it can be said that workingSo, in the conclusion it can be said that working
condition like lighting and temperature of work werecondition like lighting and temperature of work were
not the important factors; rather the attitude of thenot the important factors; rather the attitude of the
workers toward their work was the dominating factor.workers toward their work was the dominating factor.

Relay Assembly Test RoomRelay Assembly Test Room
To obtain this control, the researchers decided to isolate aTo obtain this control, the researchers decided to isolate a
small group of employees from the regular work force andsmall group of employees from the regular work force and
study their behavior. Six women were placed in a room bystudy their behavior. Six women were placed in a room by
themselves. After allowing some time to study the effect ofthemselves. After allowing some time to study the effect of
the new environment, the experimenters began introducingthe new environment, the experimenters began introducing
changes such as rest pauses, shorter workdays, and shorterchanges such as rest pauses, shorter workdays, and shorter
workweeks. Output went up. When these changes wereworkweeks. Output went up. When these changes were
taken away, however, output still remained high. Why weretaken away, however, output still remained high. Why were
the women doing more work than ever before? Thethe women doing more work than ever before? The
researchers concluded that changes in their socialresearchers concluded that changes in their social
conditions and the method of supervision were bringingconditions and the method of supervision were bringing
about improved attitudes and increased productivity. Toabout improved attitudes and increased productivity. To
gain more information, management decided to investigategain more information, management decided to investigate
employee attitudes through an interviewing program.employee attitudes through an interviewing program.
According to this study, there are five ways can improveAccording to this study, there are five ways can improve
the productivity of a group of workers.the productivity of a group of workers.SMS Kabir, smskabir@psy.jnu.ac.bd;

Relay Assembly Test Room (cont..)Relay Assembly Test Room (cont..)
That are-That are-
 Improved material conditions and methods ofImproved material conditions and methods of
workwork
 Shorter hours, which provided a relief formShorter hours, which provided a relief form
cumulative fatiguecumulative fatigue
 Shorter work periods, which provided a reliefShorter work periods, which provided a relief
form monotonyform monotony
 Wage incentive planWage incentive plan
 Changes in method of supervisionChanges in method of supervision

Mass Interviewing ProgramMass Interviewing Program
During this third phase of the studies, more thanDuring this third phase of the studies, more than
20,000 interviews were conducted. The interviewers20,000 interviews were conducted. The interviewers
asked questions regarding supervision and the workasked questions regarding supervision and the work
environment. They found, however, that the employeesenvironment. They found, however, that the employees
gave guarded and stereotyped answers. They thereforegave guarded and stereotyped answers. They therefore
switched to a non direct method of questioning,switched to a non direct method of questioning,
allowing each employee to choose his or her own topic.allowing each employee to choose his or her own topic.
The outcome was a wealth of information aboutThe outcome was a wealth of information about
employee attitudes. The researchers realized that aemployee attitudes. The researchers realized that a
person’s work performance, position, and status in theperson’s work performance, position, and status in the
organization were determined not only by the individualorganization were determined not only by the individual
personality, but by the group members as well. Thispersonality, but by the group members as well. This
insight led to a decision to study group behavior atinsight led to a decision to study group behavior at
work more systematically.work more systematically.SMS Kabir, smskabir@psy.jnu.ac.bd;

Bank Wiring Observation RoomBank Wiring Observation Room
The researchers then decided to study a small group at work, andThe researchers then decided to study a small group at work, and
they chose to study the bank wiring room, where workers werethey chose to study the bank wiring room, where workers were
wiring and soldering bank terminals. After studying behavior in thewiring and soldering bank terminals. After studying behavior in the
room for an extended period of time, the investigators realized thatroom for an extended period of time, the investigators realized that
many behavioral norms affected the workers actions. Some of thesemany behavioral norms affected the workers actions. Some of these
norms were related to the amount of work the workers did, thenorms were related to the amount of work the workers did, the
individuals with whom they traded jobs or to whom they offeredindividuals with whom they traded jobs or to whom they offered
assistance, and the way in which they treated the various managersassistance, and the way in which they treated the various managers
who came by. As a result of this phase of the study, the researcherswho came by. As a result of this phase of the study, the researchers
were able to identify a series of behavioral norms, some of whichwere able to identify a series of behavioral norms, some of which
included: You should not squeal to a supervisor about a fellowincluded: You should not squeal to a supervisor about a fellow
employee. They got another findings from this investigation, that isemployee. They got another findings from this investigation, that is
workers of the terminal bank was always prefer the incentiveworkers of the terminal bank was always prefer the incentive
program on the basis of number of task. That means the number ofprogram on the basis of number of task. That means the number of
piece of talks.piece of talks.

Personnel CounselingPersonnel Counseling
The personnel counseling study was not begun until four years later,The personnel counseling study was not begun until four years later,
because of the depression. However, these four years allowed for anbecause of the depression. However, these four years allowed for an
appraisal of the vast significance of this series of unique studies inappraisal of the vast significance of this series of unique studies in
industry. Since all four studies indicate both a lack ofindustry. Since all four studies indicate both a lack of
accomplishment in really promoting employee relations and theaccomplishment in really promoting employee relations and the
importance of this work, the fifth study may be regarded as theimportance of this work, the fifth study may be regarded as the
culmination of the experimenters’ efforts to bring this importantculmination of the experimenters’ efforts to bring this important
area into focus. There were two objectives. The first was to have nonarea into focus. There were two objectives. The first was to have non
authoritative and impartial agency interview employees to diagnoseauthoritative and impartial agency interview employees to diagnose
their problems and work with supervisors on their methods oftheir problems and work with supervisors on their methods of
supervision. The second was to improve the method ofsupervision. The second was to improve the method of
communication within the company, in view of the ample evidencecommunication within the company, in view of the ample evidence
indicating that it was lacking in certain situations when the socialindicating that it was lacking in certain situations when the social
organization conflicted with the managerial organization. The planorganization conflicted with the managerial organization. The plan
was put into operation with the announcement that “personnelwas put into operation with the announcement that “personnel
men” would be assigned to the departments and would be around tomen” would be assigned to the departments and would be around to
talk to the employees.talk to the employees. SMS Kabir, smskabir@psy.jnu.ac.bd;

Personnel Counseling (cont..)Personnel Counseling (cont..)
The program, which was generally accepted, led toThe program, which was generally accepted, led to
improvement in three fields: personal adjustments,improvement in three fields: personal adjustments,
supervisor-employee relations, and employee-supervisor-employee relations, and employee-
management relations. In several cases there weremanagement relations. In several cases there were
obvious improvements in personal adjustments.obvious improvements in personal adjustments.
Employees showed changes in personality and freedomEmployees showed changes in personality and freedom
from anxiety and other forms of behavior that might befrom anxiety and other forms of behavior that might be
diagnosed as psychoneurotic. The personnel counselorsdiagnosed as psychoneurotic. The personnel counselors
were helpful in making the supervisors see theirwere helpful in making the supervisors see their
problems with less emotion and more understanding.problems with less emotion and more understanding.
Finally, the reports helped management to a betterFinally, the reports helped management to a better
understanding of employee behavior and sentiment sounderstanding of employee behavior and sentiment so
that policies could be formulated that would result inthat policies could be formulated that would result in
less friction between management and workers.less friction between management and workers.SMS Kabir, smskabir@psy.jnu.ac.bd;

Implications of Hawthorne StudiesImplications of Hawthorne Studies
The Hawthorne Studies are significant because theyThe Hawthorne Studies are significant because they
represent an honest and concerted effort to understandrepresent an honest and concerted effort to understand
employees, instead of approaching the problem onlyemployees, instead of approaching the problem only
from the managerial point of view of increasingfrom the managerial point of view of increasing
“efficiency” on an economic level. Moreover, they are“efficiency” on an economic level. Moreover, they are
interesting because they are a type of experiment that isinteresting because they are a type of experiment that is
rarely performed in industry. They do not try to definerarely performed in industry. They do not try to define
a response as the result of the introduction of change;a response as the result of the introduction of change;
they recognize that it is a result of the specific changethey recognize that it is a result of the specific change
plus the employee’s attitudes, his social situation on theplus the employee’s attitudes, his social situation on the
job, and his previous attitudes as determined by hisjob, and his previous attitudes as determined by his
personal history and background.personal history and background.

Implications of Hawthorne Studies (con.)Implications of Hawthorne Studies (con.)
There are many reasons why this series of experimentsThere are many reasons why this series of experiments
deserves careful study. Although the studies are olddeserves careful study. Although the studies are old
when compared with contemporary literature, they arewhen compared with contemporary literature, they are
nevertheless as timely now as when they were firstnevertheless as timely now as when they were first
conducted. Many of the findings tend to beconducted. Many of the findings tend to be
rediscovered and in many instances the newer data arerediscovered and in many instances the newer data are
not so adequate- for example, on the importance ofnot so adequate- for example, on the importance of
employee attitude and the existence of informalemployee attitude and the existence of informal
employee groups and their controls on production.employee groups and their controls on production.
Similarly, the relation of hours of the necessarily curtailSimilarly, the relation of hours of the necessarily curtail
total production rings a modern bell. Also, one musttotal production rings a modern bell. Also, one must
mention that increasing the financial incentive does notmention that increasing the financial incentive does not
always increase production. These are only a few of thealways increase production. These are only a few of the
findings that are still not believed in many quarters.findings that are still not believed in many quarters.

However, above and beyond the generalizations basedHowever, above and beyond the generalizations based
upon the findings are the tremendous implications forupon the findings are the tremendous implications for
research. Too often under the guise of research are theresearch. Too often under the guise of research are the
thinly veiled attempts to gather data that conform tothinly veiled attempts to gather data that conform to
existing knowledge and to prove the point that theexisting knowledge and to prove the point that the
researcher or investigator sets out to prove.researcher or investigator sets out to prove.
Predetermined conclusions discourage the real searchPredetermined conclusions discourage the real search
for knowledge. The Hawthorne Studies soughtfor knowledge. The Hawthorne Studies sought
conclusions and the experimenters were not afraid toconclusions and the experimenters were not afraid to
go in the directions indicated by the data. Theirgo in the directions indicated by the data. Their
research was not “directed.”research was not “directed.”

Important indicators of the value of any researchImportant indicators of the value of any research
undertaking are the questions raised as a result of theundertaking are the questions raised as a result of the
knowledge acquired. Meaningful questions must oftenknowledge acquired. Meaningful questions must often
wait the answering of questions on a more simple level.wait the answering of questions on a more simple level.
Many college professors recognize the value of theirMany college professors recognize the value of their
presentation in relation to the questions asked as apresentation in relation to the questions asked as a
result of what has been learned.result of what has been learned.
The significance of the Hawthorne Studies can beThe significance of the Hawthorne Studies can be
understood not only in relation to their findings butunderstood not only in relation to their findings but
also because they are an outstanding example ofalso because they are an outstanding example of
research that was not steered to predeterminedresearch that was not steered to predetermined
conclusions and because they raised questions thatconclusions and because they raised questions that
otherwise might not have been asked.otherwise might not have been asked.

Hawthorne Studies

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Hawthorne Studies