Scribd
Upload
64 views

The Hawthorne Experiments

The Hawthorne Experiments were a series of studies conducted between 1924-1932 at the Western Electric plant in Cicero, Illinois to study the effects of various factors on worker productivity. The experiments included changes to illumination, conducting experiments in relay assembly test rooms, splitting mica, and conducting plant-wide interviews and observations. Despite criticisms of flaws, the experiments shifted management approaches from Taylor's efficiency models to prioritizing human and social factors, viewing workers' productivity as influenced by group dynamics, motivation, leadership, and human relations rather than isolated financial incentives. The studies established the importance of the social environment in workplace performance and the manager's role in facilitating motivation.

Uploaded by

araf69
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
64 views

The Hawthorne Experiments

The Hawthorne Experiments were a series of studies conducted between 1924-1932 at the Western Electric plant in Cicero, Illinois to study the effects of various factors on worker productivity. The experiments included changes to illumination, conducting experiments in relay assembly test rooms, splitting mica, and conducting plant-wide interviews and observations. Despite criticisms of flaws, the experiments shifted management approaches from Taylor's efficiency models to prioritizing human and social factors, viewing workers' productivity as influenced by group dynamics, motivation, leadership, and human relations rather than isolated financial incentives. The studies established the importance of the social environment in workplace performance and the manager's role in facilitating motivation.

Uploaded by

araf69
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 5

The Hawthorne Experiments

&
Importance

Presented By

Promita Roy
Roll:
Department of BBA
Autis Diponkor University Of Science and Technology
The Hawthorne Experiments
General  Electric, the major manufacturer of light bulbs, had
preliminary evidence that better lighting of the work place improved
worker productivity, but wanted to validate these findings to sell more
light bulbs, especially to businesses. GE funded the National
Research Council (NRC) of the National Academy of Sciences to
conduct an impartial study. AT&T's Western Electric Hawthorne plant
located in Cicero, Illinois, was chosen as the laboratory. Beginning
with this early test, the “Hawthorne Experiments” were a series of
studies into worker productivity performed at the Cicero plant
beginning in 1924 and ceasing in 1932.
Illumination Studies, 1924 -1927

Relay Assembly Test Room Experiments, 1927-1929

Mica-Splitting Test group, 1928 – 1930

Plant-wide Interview program, 1928-1931

Bank Wiring Observation group, 1931-1932


Importance of the Hawthorne Plant Studies
Despite modern criticism that the research was flawed and that
incentives played a larger role in improving worker productivity
than the Hawthorne plant researchers concluded. These studies
changed the landscape of management from Taylor’s engineering
approach to a social sciences approach. Worker productivity
would, henceforth, be interpreted predominately in the United
States in terms of social group dynamics, motivation, leadership,
and “human relations”.  The practice of management could not be
the aloof technician of Taylor’s Scientific Management, designing
the job, selecting and training the “right” worker, and rewarding
for performance. The manager was an immediate part of the
social system in which work is performed, responsible for
leading, motivating, communicating, and designing the social
milieu in which work takes place.
Mayo's Hawthorne Experiments
George Elton Mayo was in charge of certain
experiments on human behavior carried out at the
Hawthorne Works of the General Electric Company in
Chicago between 1924 and 1927. His research findings
have contributed to organization development in
terms of human relations and motivation theory.
Variables Affecting Productivity
Relay Assembly
Feedback mechanism

You might also like