This action might not be possible to undo. Are you sure you want to continue?
by Elton Mayo
ABHISHEK MISHRA CHINTAN SHAH MAISURA JARIWALA KETAN VAGHASIYA JATIN PATEL RESHMA BUDHANI JIGNESH VIBHANDIK MITUL SHAH APEEXA PATEL
Who is Elton Mayo?
y George Elton Mayo y Psychologist and sociologist y Active Australian Psychology reader y Moved to the United States to participate in the
Philadelphia post opportunity.
y Adelaide University y University of Queensland y Pennsylvania University y Harvard Business School y Retirement y British government advisor
Thanks to Mayo«
y Human Relations Movement y Authored The social problems of an Industrial Civilization
( 1933) y WWII contributed to the Training Within Industry program for training supervisors
Illumination Studies ² 1924-1927
y Funded by General Electric y Conducted by The National Research Council (NRC) of the National
Academy of Sciences with engineers from MIT
y Measured Light Intensity vs. Worker Output y Result ² Each change (including decreases) resulted in higher output and
reported greater employee satisfaction
Light intensity has no conclusive effect on output Productivity has a psychological component ² Researchers interaction with the workers influenced higher performance
y Concept of ´Hawthorne Effectµ was created
Relay Assembly Test Experiments 1927-1929
y y y y y
Western Electric wanted more information Harvard researchers brought in to analyze the results ² Elton Mayo & Fritz Roethlisberger Group of 6 Women ² (5) Assemblers and (1) Layout Operator One Observer ² Explained every incremental change and recorded results Manipulated factors of production to measure effect on output: Pay Incentives Length of Work Day & Work Week Use of Rest Periods Company Sponsored Meals Management Visits / Special Attention Result ² Most changes resulted in higher output and reported greater employee satisfaction Conclusions: Experiments yielded positive effects even with negative influences ² workers· output will increase as a response to attention Strong social bonds were created within the test group. Workers are influenced by need for recognition, security and sense of belonging
y y y
Relay Assembly Room #2 - 1928-1929
y Measured output changes with pay incentive changes Special observation room Relay Assemblers changed from Departmental Incentive to Small group ² 1st Session Adjusted back to Large Group Incentive ² 2nd Session y Results Small Group Incentive resulted in new Highest sustained level of production ² 112% over standard output base Output dropped to 96.2% of base with return to large group incentive y Conclusion: Pay incentives were a relevant factor in output
increases but not the only factor.