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Elton Mayos Study on Employee Motivation and Work Productivity Developed by: Melissa Mackay Boise State University
http://www.accel-team.com/motivation/hawthrone_02.html
Mayos Experiment
Five women assembled telephone relays, one supplied the parts. Made frequent changes in working conditions with their consent. Records were kept of relays made, temperature and humidity of rooms, medical and personal histories, eating and sleeping habits, and bits of conversation on the job. No one supervised the girls. They were told to work as they felt and at a comfortable pace.
Results
Researchers found that output rates werent directly related to the physical conditions of the work. Output went up when:
They were put on piece-work for eight weeks. Two five minute rest pauses were introduced for five weeks. Rest pauses were lengthened to ten minutes. A hot meal was supplied during first pause. They were dismissed at 4:30 p.m. instead of 5:00 p.m.
Results Cont.
Output slightly fell when six five minute pauses were added. It remained the same when they were dismissed at 4:00 p.m. instead of 4:30 p.m. Mayo believes what actually happened was that six individuals became a team and the team gave itself wholeheartedly and spontaneously to cooperation in the experiment. The consequence was that they felt themselves to be participating freely and without afterthought, and were happy in the knowledge that they were working without coercion from above or limitations from below.
http://courses.bus.ualberta.ca/orga417-reshef/mayo.htm
Conclusions
Work is a group activity. Social world for an adult is primarily patterned about work. Need for recognition, security and sense of belonging. Complaints, commonly a symptom manifesting disturbance of an individuals status position.
Conclusions Cont.
Attitudes and effectiveness are conditioned by social demands. Informal groups at work are strong social controls over the work habits and attitudes of a worker. Change from established society to adaptive society. Group collaboration.
Provide insight to workers moral, their likes and dislikes and how they felt about their bosses.
Need to gain active support and participation from workers, while maintaining managerial control. Be patient with workers, listen to them, and avoid creating emotional upsets.
Management
Productivity
By increasing the output rate and keeping costs down, the company will be able to increase profits.
Pay system didnt fit the structure of jobs and organization. Two years later an incentive system was added, productivity went up 45%.
Exercise
Brainstorm ideas that can motivate employees to increase productivity and find ways to implement them. Think of more efficient ways in which a process can be completed and who you might go to in order to find this out.
Summary
Hawthorne Studies dealing with worker motivation and work productivity. Increase communication and cooperation among coworkers.
Summary Cont.
Motivation can cause an increase in productivity Involve employees in decision making. Create a sense of belonging by creating teams.
References
Man and Work in Society. Edited by Eugene Louis Cass and Frederick G. Zimmer. 1975. New York: Van Nostrand Reinhold Company. Manufacturing Knowledge, A History of the Hawthorne Experiments. Richard Gillespie. 1952. New York: Press Syndicate of the University of Cambridge. http://courses.bus.ualberta.ca/orga417-reshef/m
http://www.accel-team.com/motivation/hawthor