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Hawthone Experiment: by Prof. Elton Mayo (1927-1932)

The Hawthorne experiments conducted from 1927-1932 at the Western Electric plant in Illinois examined the impact of changes in working conditions like illumination and work hours on productivity. They found that social factors within work groups influenced productivity more than physical conditions. The experiments included illumination tests, a relay assembly room study, plant-wide interviews of 20,000 employees, and an observation of a bank wiring room. They revealed the importance of group dynamics, leadership, communication and supervision on worker productivity and attitudes. However, critics argue the findings may not apply to all workplaces as the plant conditions were poor and workers' pre-existing attitudes were not considered fully.

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81 views

Hawthone Experiment: by Prof. Elton Mayo (1927-1932)

The Hawthorne experiments conducted from 1927-1932 at the Western Electric plant in Illinois examined the impact of changes in working conditions like illumination and work hours on productivity. They found that social factors within work groups influenced productivity more than physical conditions. The experiments included illumination tests, a relay assembly room study, plant-wide interviews of 20,000 employees, and an observation of a bank wiring room. They revealed the importance of group dynamics, leadership, communication and supervision on worker productivity and attitudes. However, critics argue the findings may not apply to all workplaces as the plant conditions were poor and workers' pre-existing attitudes were not considered fully.

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Deepakgupta0001
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HAWTHONE

EXPERIMENT
By; Prof. Elton Mayo (1927-1932)
Introduction
 Hawthorne experiments which were done
by prof. Elton mayo and his colleagues at
the Western Electric Company plant in
Cicero, Illinois from 1927 to 1932. And in
the plant employed there are 29000 workers
work together for manufacture the
telephone parts and equipment.
Why Hawthorne experiments
were done?
 Managers found the Taylor’s scientific
management and Fayol’s administrative
management did not quite achieve complete
production efficiency and work place
harmony. So for improving a manager deal
more effectively with the ‘people side’ of
their organization Hawthorne experiments
were done.
Hawthorne Experiments
 Hawthorne Experiments Are-
1. Illumination Experiments
2. Relay Assembly Test Room
3. Interviewing programme
4. Bank Wiring Observation Room
ILLUMNITATION
EXPERIMENT
 These were undertaken to find out
how varying level of illumination
(amount of light at the work place)
affected the productivity.(1924-
1927)
 These were experiment performed to find
out varying levels of illumination (amount
of light at the work place) affected the
productivity.
RELAY ASSEMBLY TEST
ROOM EXPERIMENT

 Experiment to determine the effects of


changes in hours and other working
conditions on productivity, relay assembly
test room experiment.(1927-1928)
 These experiments were designed to
determine the effect of changes in various
job conditions on group productivity.
MASS INTERVIEWING
PROGRAMME
 Conducting plant-wide interviews to
determine worker attitude and sentiments,
mass interviewing programme
(1928-1930)
 During this course of experiments, about
20,000 interviews were conducted between
1928-1930 to determine employees’
attitudes towards company, supervision,
insurance plan, promotion, wages etc.
BANK WIRING OBSERVATION
ROOM EXPERIMENT

 Determine and analysis of social


organization at work, bank wiring
observation room temperature. (1931-
1932)
 These experiment were carried on between
November 1931 and May 1932 with a view
to analyse the functioning of small group
and its impact on individual behaviour.
IMPLICATION OF
HAWTHRONE EXPERIMENT
 Social Factors in Outputs.
 Group Influence
 Conflict
 Leadership
 Supervision
 Communication
CRITICISM of HAWTHORNE
EXPERIMENT
 The Hawthorne researchers didn’t give sufficient
attention to the attitudes that people bring with
them to the work place.
 The Hawthorne plant was not a typical plant
because it was a thoroughly unpleasant place to
work. Therefore, the results could not be valid for
others.
 They assume acceptance of management’s goals
and look on the worker as someone to be
manipulated by the management.
Presented By-
Gaurav Kumar
Singh
P.G.D.M. 1st sem

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