Presentation on the hawthorne

This is a PPT on Hawthorne experiment. It is from management.

1. Presentation on The Hawthorne experiment By Priyansh Dwivedi

2. E lton M ayo Born in December of 1880 Australian psychologist and organizational theorist. Done experiments known as Hawthorne experiment  

3. Objective of the Hawthorne Studies   To examine how different work conditions affected employee productivity.

4. Mayo and the Hawthorne Studies Beginning in 1927 and running through 1932 Hawthorne Studies took place at the Western Electric Company’s Chicago Plant. The experiment was divided into 4 parts Illumination Experiment (1924-1927). Relay Assembly Test Room Experiment (1927-1929). Mass Interviewing Programme (1928-1930). Bank Wiring Test Room Experiment (1932).

5. Illumination Experiment This experiment was conducted to establish relationship between output and illumination . When the intensity of light was increased, the output also increased . The output showed an upward trend even when the illumination was gradually brought down to the normal level . Therefore, it was concluded that there is no consistent relationship between output of workers and illumination in the factory.

6. Relay Assembly Test Room Experiment This experiment aims to find the effect of factors like length of the working day, rest hours, and other physical conditions . Two groups of six female workers were selected. Changes were made in the working hours, rest time, and lunch break. They were allowed to choose their own rest time and to give suggestion.

7. Relay Assembly Test Room Experiment Productivity and morale increased considerably during the period of the experiment. The researchers concluded that socio-psychological factors such as feeling of being important, recognition, attention, participation, cohesive work-group, and non-directive supervision held the key for higher productivity.

8. Mass Interviewing Programme The objective of this programme was to make a systematic study of the employees attitudes which would reveal the meaning which their “working situation” has for them . 21,000 employees were interviewed over a period of 3 years with regard to their opinions on work, working conditions and supervision .   An indirect technique, where the interviewer simply listened to what the workmen had to say . The findings confirmed the production increased if the worker were allowed to talk freely about what matters to them.

9. Bank Wiring Test Room Experiment A group of 14 male workers in a bank wiring room were placed under observation for 6 months. Workers pay depend on the performance of a group as a whole. The researcher thought that the efficient worker would put pressure on the less efficient worker to complete the work. It was founded that the group establish its own standard of output and social pressure was used to archive standard output.

10. C onclusion The psychological factors are responsible are responsible for workers productivity and job satisfaction. Only good working condition are not enough to increase production. Informal relation among workers influence the workers performance more than formal relations in the origination.

11. Thank you