Hawthorne Effectppt

8/8/2019 Hawthorne Effectppt

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HAWTHORNE EFFECTHAWTHORNE EFFECT

BY

DIMELROY


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DEFENITIONDEFENITION

y The behavior of an individual or a group

will change to meet the expectations of

the observer if they are aware their

behavior is being observed.

y It is also termed as Short Lived Increase

of Productivity.


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How it was DevelopedHow it was Developed

y The term was coined in 1950 by Henry A.

Landsberger when analysing older

experiments from 1924-1932 at the

Hawthorne Works a Western Electricfactory outside Chicago.

y The term gets its name from a factory

called the Hawthorne Works.


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EXPERIMENTSEXPERIMENTS

yILLUMINATION

EXPERIMENT

yRELAY ASSEMBLYEXPERIMENTS

yBANK WIRING

ROOM

EXPERIMENTS


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ILLUMNIATION EXPERIMENTILLUMNIATION EXPERIMENT

y The experiment was done with various

group of workers

y The hawthorne researchers began by

examining the relationship between

physical environment and productivity

y First they manipulated the intensity of

illumination upward and downward, thereis no change in the group output.


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y The production does not varies though

there is a vary in increase or decrease in

illumination

y Then they introduced a control group in

that an experimental group was

presented with varying intensity of

illumination, while the control groupworked under a constant illumination

intensity.


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y The results were the same to the

Hawthorne researchers

y As the light level was increased in the

experimental, the output rose for both

the control and experimental groups , but

to the surprise of the researchers, as the

light level dropped in the experimentalgroup, productivity increased in both the

groups.


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y The production level decrease was

observed in the experimental group only

when the light intensity has been reduced

to that of moonlight.


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CONCLUSIONCONCLUSION

y The Hawthorne researchers concluded

that illumination intensity was only a

minor influence among the many

influences that affected the employeesproductivity, but they could not explain

the behaviour they had witnessed.


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RELAY ASSEMBLY EXPERIMENTSRELAY ASSEMBLY EXPERIMENTS

y They choose two women's and four other

workers to join the test group.

y Together the women worked in a separate

room over the course of five years (1927-1932) assembling telephone relays.

y They appointed a supervisor.

y

Then the researchers spent five yearsmeasuring how different variables impacted

the group's and individuals' productivity.


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INTERVIEWING PROGRAMINTERVIEWING PROGRAM

y The workers were interviewed in attempt

to validate the Hawthorne Studies. The

participants were asked about

supervisory practices and employeemorale. The results proved that upward

communication in an organization creates

a positive attitude in the workenvironment. The workers feel pleased

that their ideas are being heard.


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BANK WIRING ROOMBANK WIRING ROOM

EXPERIMENTSEXPERIMENTS

y Fourteen men where put together on

assembling telephone switching

equipment.

y The process was broken down into three

tasks: wiring, soldering and inspection.

y Introducing Incentives Program

y They put Employees in a special room

y Placed an observer full time in the room


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RESULT(BANK WIRING)RESULT(BANK WIRING)

y The productivity actually decreased

because the workers became suspicious

that their productivity may have been

boosted to justify firing some of theworkers later on.

y The Workers were afraid that the

company would lower the base rate.y The existence of informal groups or

"cliques" within the formal groups.


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ContdContd

y Cliques created certain norms

y They used sarcasm, binging, ridicule to

bring pressure to bear on people who

deviate from norms. They could also

arrange their work in such a way as to

overwhelm an inspector, and then be

forced to do nothing while waiting forhim.


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ContdContd

y They also adjusted their reports of how

much was done so as to appear that the

output was uniform. They were afraid of

inviting any changes. This was not basedon any experience they had.


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y It was concluded that the social

environment could have an equal if not a

greater effect upon productivity than the

physical environment.

y The studies revealed the influence that

informal work groups can have on the

productivity of employees and on theirresponse to such factors as supervision

and financial incentives.


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y When the first phase of experimentsbegin it was believed that every socialproblem was "ultimately individual." The

results found that group rather thanindividual psychology was a key factor inthe production performance of theworkers.

y It also pioneered the concept of goodcommunication between management andemployees.


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Are the Findings Relevant todayAre the Findings Relevant today

YES


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MarketingMarketing

y if XYZ Company conducts a taste test

and tells the subjects that XYZ Company

produced beverage No. 1, most

respondents will say they prefer beverageNo. 1. Thus, it is not a true test. Similarly, if

a test panel are told they are testing an

appetite suppressant, they will begin toeat less.


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Food and FitnessFood and Fitness

y When individuals are made to feel special

their physical and intellectual performance

improves. Psychologists call this the

Hawthorne effect. Successful coaches,fitness trainers, and instructors often use

this effect by providing members of their

group with as much support and sense ofimportance as possible.


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Sports Science and MedicineSports Science and Medicine

A general improvement in performance

that occurs when persons receive special

attention. Successful coaches often show

considerable respect for this effect,providing members of their group with as

much support and sense of importance as

possible.


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THANK YOU

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Hawthorne Effectppt