conducted in order to find out the role of human resource in increasing the production of an organization. HAWTHORNE STUDIES INCLUDED THE FOLLOWING EXPERIMENTS Illumination experiment(1924-1927) Relay Assembly Test Room Study(1927-1929) Mass interviewing program(1928-1930) Bank wiring observation Room experiment(1932) Conducted between 1924-1932 at Western Electric Company, Chicago, USA. Conducted by GEORGE ELTON MAYO ROETHLISBERGER WHITE HEAD GEORGE ELTON MAYO
Elton Mayo (1880 – 1949) was an
Australian psychologist, an industrial researcher and an academic organizational management scientist. His conducted studies, together with the Hawthorne studies, became the base for his lifelong breaking theories on Human Relations and scientific management. FRITZ ROETHLISBERGER
Social scientist and management
theorist. ILLUMINATION EXPERIMENT RELAY ASSEMBLY TEST ROOM EXPERIMENTS MASS INTERVIEWING PROGRAM BANK WIRING OBSERVATION ROOM EXPERIMENT CONCLUSION OF HAWTHORNE STUDY EXPERIMENT Social and psychological factors are responsible for workers productivity and job satisfaction. Only good physical working conditions are not enough to increase productivity. The informal relations among workers influence the workers behavior and performance more than the formal relations in the organization. Employers will do better if they were allowed to participate in decision making affecting their interest. Employers will also work more efficiently when they believe that the management is interested in their welfare. When employers were treated with respect and dignity their performance will improve. Financial incentives alone cannot increase the performance. Social and psychological needs must also be satisfied in order to increase productivity. Good communication between the superiors and subordinates can improve the relationship and productivity of the subordinates. Special attention and freedom to express their views will improve the performance of the workers. CRITICISM OF HAWTHORNE STUDIES
The Hawthorne experiment are mainly criticized on
the basis on the following grounds Lacks validity More importance to human aspects Over importance of freedom of workers references
Chand,Smriti. “4 phases of Hawthorne experiment”- discussed ! Business
management, Your Article,2008, www.yourarticlelibrary.com/management EasyMBA.h “Human Relations Approach and Hawthorne experiments”, YouTube,31 October 2017,YouTube/JPIgh7feCpM.
Theory X and Theory Y Are Theories of Human Motivation Created and Developed by Douglas McGregor at The MIT Sloan School of Management in The 1960s That Have Been Used in Human Resource Management