Human Relation Theory: The Hawthorne Experiment

The Hawthorne Experiment and its findings.

1. Human Relation Theory: The Hawthorne experiments By Ruksar Ahmend Md Sohail Perwez Irshad Bhatti Riaz Ahemd

2. Human Relation Theory: The Hawthorne experiments It talks about the human relation as well as the behaviors to each other as well as the environment. Such relation theory was never experimented before 1924. At first, it is done in Western Electric Company’s Hawthorene plant Cirero, Illioins during 1924-1932. The experiment is directed by Elton Mayo, R oerglisberger and Whitehead. It was sponsored by the National Academy of Science . It was an experiment between lighting and productivity.

3. Stages of Hawthorne experiment It were conducted in 04 major phases Illumination Experiments. Relay Assembly Test Room Experiments. Mass Interviewing Program. Bank Wiring Observation Room Experiments.

4. Illumination Experiments Purpose of the Experiment: This experiment was conducted during 1924-27 to examine the impact of the quality and the quantity of illumination on the efficiency of workers. Method of experiment: Selected employees were divided into a test group one was in illumination facility and other was in varied illumination facility. Findings: The researcher found that productivity increased in both group but something else was interfering the productivity.

5. Relay Assembly Test Room Experiments Purpose of the Experiment : It were conducted during 1927-28, to determine the impact of change in working hours and working conditions on productivity. Method of experiment : Some women were separated and into a room and then the productivity is noted. Findings : Changing variable affected the productivity ; researchers concluded that proper rest time , choice for selecting own team member, team work, special treatment and sympathetic supervision have a direct impact on higher level of productivity

6. Mass Interviewing Program Purpose of the Experiment : Mass Interviewing program which include about 20000 interviews were conducted between 1928-30 to understand employees attitudes towards company, supervision, promotion, insurance plans, and wages. Findings : Mass Interviewing Program revealed valuable insights about the human behavior in the workplace such as grievance, satisfaction and desires, relationships and values.

7. Bank Wiring Observation Room Experiments Purpose of the Experiment : Bank Wiring Observation Room Experiment was conducted during 1931-32 to examine the effect of payment incentives on productivity. Method of experiment : A group of 4 men was selected to work on a telephone switching equipment and the workers were paid according to individual productivity. Findings : The results was surprising that productivity was decreased that worker were afraid to loose their job due to low performance.

8. Conclusion on the basis of Hawthorne Studies Social Unit : Employees are social beings and a factory is social unit also ;not a techno-economic unit. Group Influence : Members of a group develop a common psychological bond. Group Behavior: A typical group behavior can control individual tendencies. Motivation: Human and social motivation is more powerful. Supervision : The style of supervision and leadership affects an employee’s attitude towards work. Working condition : Improved working condition in the organization affects productivity. Employee Morale: Employee morale can have intense effects on productivity . Communication: Communication helps to make decision .