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Hawthorne Studies in Management

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14 views

Hawthorne Studies in Management

Uploaded by

mdashwat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Hawthorne Studies in Management

## Overview:
The **Hawthorne Studies** were a series of experiments
conducted between 1924 and 1932 at the Western Electric
Company's Hawthorne Works in Chicago. These studies aimed to
explore how different workplace conditions affect employee
productivity. The results revealed that social and psychological
factors significantly influence worker performance, which shifted
the focus of management theories from purely mechanical
approaches to human-centric approaches.

---

## Key Concepts:

### 1. **The Hawthorne Effect**:


- Workers improve their performance because they know they are
being observed.
- It highlights the importance of attention and acknowledgment in
the workplace.

### 2. **Shift in Management Thought**:


- Moved from **Scientific Management** (focused on tasks and
efficiency) to **Human Relations Approach** (focused on people
and their needs).

---

## The Experiments:

### 1. **Illumination Experiments**:


- Aim: To test how changes in lighting affect worker productivity.
- Finding: Productivity improved under all lighting conditions, even
when lighting was dimmed. This was due to workers feeling
noticed and valued.

### 2. **Relay Assembly Test Room Experiment**:


- Aim: To study the impact of various factors like breaks, work
hours, and incentives on productivity.
- Finding: Productivity increased due to improved relationships,
team spirit, and a supportive supervisor.

### 3. **Interview Program**:


- Aim: To understand employee attitudes and feelings.
- Finding: Workers valued being heard and expressed a need for
recognition.

### 4. **Bank Wiring Observation Room**:


- Aim: To study group dynamics and individual behavior.
- Finding: Social groups influence productivity. Workers often align
their output with group norms rather than company expectations.

---

## Key Learnings:

1. **Social Environment Matters**:


- People are motivated by recognition, belonging, and
appreciation.

2. **Informal Groups Influence Behavior**:


- Groups form their own norms that impact individual
productivity.

3. **Leadership Style Affects Performance**:


- Supportive and participative leadership boosts morale and
efficiency.

4. **Communication is Crucial**:
- Open communication helps in understanding employee needs
and improving workplace satisfaction.

---

## Implications for Modern Management:


- **Employee Engagement**: Managers should value employee
input and foster a supportive environment.
- **Team Dynamics**: Recognizing the power of informal groups
can help in aligning goals.
- **Focus on Well-Being**: Employees perform better when they
feel cared for.
- **Participative Management**: Encouraging collaboration and
communication enhances productivity.

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