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  • Hawthorne Experiments

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    Abhishek Mishra
    172 просмотров7 страниц
    The Hawthorne Experiments conducted in the 1920s and 1930s by Elton Mayo at Western Electric's Hawthorne Works in Chicago sought to study how various factors like lighting, payment incentives, and management interaction affected worker productivity. The experiments found that worker productivity increased with any changes made, even if negative, showing that the social and psychological aspects of being observed played a role. They demonstrated the "Hawthorne Effect", where reactivity to being studied alone can influence outcomes. The experiments helped establish the field of human relations in management and industry.

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    The Hawthorne Experiments conducted in the 1920s and 1930s by Elton Mayo at Western Electric's Hawthorne Works in Chicago sought to study how various factors like lighting, payment incentives, and management interaction affected worker productivity. The experiments found that worker productivity increased with any changes made, even if negative, showing that the social and psychological aspects of being observed played a role. They demonstrated the "Hawthorne Effect", where reactivity to being studied alone can influence outcomes. The experiments helped establish the field of human relations in management and industry.

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    Скачайте в формате PPTX, PDF, TXT или читайте онлайн в Scribd
    Отметить как неприемлемый контент
    172 просмотров7 страниц

    Hawthorne Experiments

    Загружено:

    Abhishek Mishra
    The Hawthorne Experiments conducted in the 1920s and 1930s by Elton Mayo at Western Electric's Hawthorne Works in Chicago sought to study how various factors like lighting, payment incentives, and management interaction affected worker productivity. The experiments found that worker productivity increased with any changes made, even if negative, showing that the social and psychological aspects of being observed played a role. They demonstrated the "Hawthorne Effect", where reactivity to being studied alone can influence outcomes. The experiments helped establish the field of human relations in management and industry.

    Авторское право:

    Attribution Non-Commercial (BY-NC)
    Скачайте в формате PPTX, PDF, TXT или читайте онлайн в Scribd
    Отметить как неприемлемый контент
    из 7

    Hawthorne Experiments

    by Elton Mayo

    PRESENTED BY:
    ABHISHEK MISHRA CHINTAN SHAH MAISURA JARIWALA KETAN VAGHASIYA JATIN PATEL RESHMA BUDHANI JIGNESH VIBHANDIK MITUL SHAH APEEXA PATEL

    Who is Elton Mayo?


    y George Elton Mayo y Psychologist and sociologist y Active Australian Psychology reader y Moved to the United States to participate in the

    Philadelphia post opportunity.

    Mayos Journey
    y Adelaide University y University of Queensland y Pennsylvania University y Harvard Business School y Retirement y British government advisor

    Thanks to Mayo
    y Human Relations Movement y Authored The social problems of an Industrial Civilization

    ( 1933) y WWII contributed to the Training Within Industry program for training supervisors

    Illumination Studies 1924-1927


    y Funded by General Electric y Conducted by The National Research Council (NRC) of the National

    Academy of Sciences with engineers from MIT

    y Measured Light Intensity vs. Worker Output y Result Each change (including decreases) resulted in higher output and

    reported greater employee satisfaction

    y Conclusions:
     

    Light intensity has no conclusive effect on output Productivity has a psychological component Researchers interaction with the workers influenced higher performance

    y Concept of Hawthorne Effect was created

    Relay Assembly Test Experiments 1927-1929


    y y y y y

    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 even with negative influences workers output will increase as a response to attention  Strong social bonds were created within the test group. Workers are influenced by need for recognition, security and sense of belonging

    y y y

    Relay Assembly Room #2 - 1928-1929


    y Measured output changes with pay incentive changes  Special observation room  Relay Assemblers changed from Departmental Incentive to Small group 1st Session  Adjusted back to Large Group Incentive 2nd Session y Results  Small Group Incentive resulted in new Highest sustained level of production 112% over standard output base  Output dropped to 96.2% of base with return to large group incentive y Conclusion: Pay incentives were a relevant factor in output

    increases but not the only factor.

    Thank You

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