Hawthorne Slides

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    George Elton MayoPsychologist and

    sociologistActive Australian

    Psychology readerMoved to the United

    States to participatein the Philadelphiapost opportunity.

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    Adelaide UniversityUniversity of QueenslandPennsylvania UniversityHarvard Business SchoolRetirementBritish government advisor

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    Human Relations MovementAuthored The human problems of an

    Industrial Civilization ( 1933)WWII contributed to the Training Within

    Industry program for training supervisors

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    Mayo wanted to find out what effect fatigue andmonotony had on job productivity and how tocontrol them through various variables such as

    Rest breaks Work hours Temperatures Humidity

    He found a principle of human motivation thatwould help to revolutionize the theory andpractice of management.

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    Funded by General Electric

    Conducted by The National Research Council (NRC) of the NationalAcademy of Sciences with engineers from MIT

    Measured Light Intensity vs. Worker Output

    Result

    Each change (including decreases) resulted in higheroutput and reported greater employee satisfaction

    Conclusions: Light intensity has no conclusive effect on output Productivity has a psychological component Researchers

    interaction with the workers influenced higher performance

    Concept of Hawthorne Effect was created

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    Western Electric wanted more information

    Harvard researchers brought in to analyze the results Elton Mayo & Fritz Roethlisberger

    Group of 6 Women (5) Assemblers and (1) Layout Operator

    One Observer Explained every incremental change and recorded results

    Manipulated factors of production to measure effect on output:

    Pay Incentives Length of Work Day & Work Week

    Use of Rest Periods

    Company Sponsored Meals

    Management Visits / Special Attention

    Result Most changes resulted in higher output and reported greater employee

    satisfaction

    Conclusions: Experiments yielded positive effects.The change in the supervisiory arrangement

    was the major reason for increase in productivity. Strong social bonds were created within the test group. Workers are influenced

    by need for recognition, security and sense of belonging

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    14 Male Workers Few Special Conditions

    Segregated work area No Management Visits

    Supervision would remain the same Observer would record data only no interaction with workers

    New incentive pay rate was established for the small group

    Any increases in output would be included in departmental pay incentives

    Result No appreciable changes in output

    Conclusions: Well established performance norms existed in the group Informal Social Organization dictated little deviation from established

    production standards Systemic Soldiering Informal Social Organizations protect workers from managers who Raise production standards

    Cut pay rates

    Challenge workplace norms

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    The Hawthorne experiment laid thefoundation for understanding peoples

    social and psychological behavior at theworkplace

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    Project byName Roll No

    Ruchita bhaiya 09Geetanjali johar 38Anamika modi 43