Bank wiring observation room experiment

IIBM

1. HAWTHORNE EXPERIMENT

2. GROUP MEMBERS VIKAS AGRAHARI 03 VENKATESH KEVAL PATEL 38 TEJAL RANE 43 AKASH SALVE 48 MOHAMMED PARVEZ SHAH 53 SHIJI THOMAS 56 VISHAL WAVHAL 66

3. INTRODUCTION DISCOVERED BY “GEORGE ELTON MAYO” (1880-1949) KNOWN AS MANAGEMENT GURU FOUNDER OF HUMAN RELATIONS MOVEMENT AUTHOR OF BOOK “HUMAN PROBLEMS OF AN INDUSTRIAL CIVILIZATION”

4. PHASES OF HAWTHRONE EXPERIMENT IILUMINATION EXPERIMENTS (1924-27) DESIGN TO TEST THE EFFECT OF LIGHTNING ON WORKERS PRODUCTIVITY INFLUENCE OF HUMAN RELATIONS ON WORK BEHAVIOUR CONCLUSION LIGHT INTENSITY HAS NO CONCLUSIVE EFFECT ON OUTPUT PRODUCTIVITY HAS A PSYCHOLOGICAL COMPONENT CONCEPT OF “HAWTHORNE EFFECT” WAS CREATED

5. RELAY ASSEMBLY TEST ROOM EXPERIMENTS (1927-28) DETERMINE THE EFFECT OF CHANGES IN VARIOUS JOB CONDITIONS ON GROUP ACTIVITY CONCLUSION WORKERS OUTPUT INCREASED AS A RESPONSE TO ATTENTION, NON-DIRECTIVE SUPERVISION etc.. STRONG SOCIAL BONDS WERE CREATED WITHIN THE TEST GROUP.

6. MASS INTERVIEWING PROGRAMME ( 1928-30) CONDUCTED 2100 INTERVIEWS TO EXPLORE INFORMATION , USED TO IMPROVE SUPERVISORY TRAINING METHOD OF DIRECT QUESTIONING CHANGED TO NON DIRECTIVE CONCLUSION INCREASE THE MORALE DEEP ROOTED DISTURBANCES

7. BANK WIRING ROOM EXPERIMENTS AFFECT OF PAYMENT INCENTIVE ON PRODUCTIVITY EMPLOYEES TOTAL = 14 WORKERS 9 WIREMEN 3 SOLDERMEN 2 INSPECTOR FEW SPECIAL CONDITIONS SEGREGATED WORK AREA NO MANAGEMENT VISITS SUPERVISION REMAINS THE SAME OBSERVER WOULD RECORD DATA – NO INTERACTION WITH WORKERS

8. RESULTS OUTPUT WAS LOWER THAN WHAT COMPANY HAS DETERMINED REASONS : FEAR OF UNEMPLOYMENT FEAR OF RAISING THE STANDARDS PROTECTION OF SLOWER WORKERS SATISFACTION ON THE PART OF MANAGEMENT CONCLUSION : WELL ESTABLISHED PERFOMANCE NORMS EXISTED IN THE GROUP INFORMAL SOCIAL ORGANISATION DICTATED LITTLE DEVIATION FROM THE ESTABLISHED PRODUCTION STANDARDS INFORMAL SOCIAL PROTECT WORKERS FROM MANAGERS WHO RAISE PRODUCTIN STANDARDS CUT PAY RATES CHALLENGE WORKPLACE NORMS

9. CRITICISM IT LACKS VALIDITY MORE IMPORTANCE TO HUMAN ASPECTS MORE EMPHASIS ON GROUP DECISION MAKING THE EXPERIMENT LACKED SCIENTIFIC BASIS HAWTHRONE PLANT WAS A THOROUGHLY UNPLEASANT PLACE TO WORK

10. CONCLUSION SOCIAL UNIT GROUP INFLUENCE GROUP BEHAVIOUR MOTIVATION SUPERVISION WORKING CONDITIONS EMPLOYEE MORALE COMMUNICATION BALANCED APPROACH