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Hawthorne Experiment

The Hawthorne studies conducted between 1924-1932 at Western Electric Company in Chicago studied the impact of human factors like working conditions, supervision styles, and social interactions on worker productivity. The studies included illumination experiments, relay assembly tests, mass interviews, and bank wiring observations. The conclusions were that social and psychological factors like involvement in decision making, good supervisor relationships, and treating workers with dignity improved productivity more than financial incentives alone. The studies were influential in shifting management focus to human relations in organizations.

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491 views16 pages

Hawthorne Experiment

The Hawthorne studies conducted between 1924-1932 at Western Electric Company in Chicago studied the impact of human factors like working conditions, supervision styles, and social interactions on worker productivity. The studies included illumination experiments, relay assembly tests, mass interviews, and bank wiring observations. The conclusions were that social and psychological factors like involvement in decision making, good supervisor relationships, and treating workers with dignity improved productivity more than financial incentives alone. The studies were influential in shifting management focus to human relations in organizations.

Uploaded by

neenu george
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FUNDAMENTALS OF MANAGEMENT And hrm

The Hawthorne studies were


conducted in order to find
out the role of human
resource in increasing the
production of an
organization.
HAWTHORNE STUDIES INCLUDED THE
FOLLOWING EXPERIMENTS
 Illumination experiment(1924-1927)
 Relay Assembly Test Room Study(1927-1929)
 Mass interviewing program(1928-1930)
 Bank wiring observation Room experiment(1932)
 Conducted between 1924-1932 at Western Electric Company,
Chicago, USA.
 Conducted by GEORGE ELTON MAYO
ROETHLISBERGER
WHITE HEAD
GEORGE ELTON MAYO

Elton Mayo (1880 – 1949) was an


Australian psychologist, an industrial
researcher and an academic
organizational management
scientist. His conducted studies,
together with the Hawthorne
studies, became the base for his
lifelong breaking theories on Human
Relations and scientific
management.
FRITZ ROETHLISBERGER

Social scientist and management


theorist.
ILLUMINATION EXPERIMENT
RELAY ASSEMBLY TEST ROOM
EXPERIMENTS
MASS INTERVIEWING PROGRAM
BANK WIRING OBSERVATION ROOM
EXPERIMENT
CONCLUSION OF HAWTHORNE STUDY
EXPERIMENT
 Social and psychological factors are responsible for workers
productivity and job satisfaction. Only good physical working
conditions are not enough to increase productivity.
 The informal relations among workers influence the workers
behavior and performance more than the formal relations in
the organization.
 Employers will do better if they were allowed to participate
in decision making affecting their interest.
 Employers will also work more efficiently when they believe
that the management is interested in their welfare.
 When employers were treated with respect and dignity
their performance will improve.
 Financial incentives alone cannot increase the
performance. Social and psychological needs must also be
satisfied in order to increase productivity.
 Good communication between the superiors and
subordinates can improve the relationship and
productivity of the subordinates.
 Special attention and freedom to express their views will
improve the performance of the workers.
CRITICISM OF HAWTHORNE STUDIES

The Hawthorne experiment are mainly criticized on


the basis on the following grounds
 Lacks validity
 More importance to human aspects
 Over importance of freedom of workers
references

 Chand,Smriti. “4 phases of Hawthorne experiment”- discussed ! Business


management, Your Article,2008, www.yourarticlelibrary.com/management
 EasyMBA.h “Human Relations Approach and Hawthorne experiments”,
YouTube,31 October 2017,YouTube/JPIgh7feCpM.

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