The Hawthorne experiments were revolutionary studies in
human relations movement which was directed by Elton Mayo, Roethlisberger
and Whitehead at Western Electric Company's Hawthorne plant, Cicero, Illinois during 1924 - 1932. The study was sponsored by the National Research Council (NRC) of the National
Academy of Sciences and started with illumination studies to understand the association
between lighting and productivity.
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| Elton Mayo |
Stages of Hawthorne experiments
Hawthorne experiments were conducted in 4 major phases:
1. Illumination Experiments
2. Relay Assembly Test Room Experiments
3. Mass Interviewing Programme
4. Bank Wiring Observation Room Experiment.
1. Illumination Experiment:
Purpose of the experiment: Illumination experiment was conducted during 1924-27 to
examine the impact of the quality and quantity of illumination on the
efficiency of workers.
Method of the experiment: Selected employees were divided into a test
group and a control group and the group was working under varied illumination
level and control group was working under constant illumination facility; then a series
of studies were conducted in which the levels of illumination
varied but the other working conditions were held constant.
Finding: The researchers found that productivity
increased to the same rate in both test and control groups selected for the
experiments and illumination have no impact on productivity but something else
was interfering with productivity.
2. Relay Assembly Test Room Experiments
Purpose of the experiment: Relay Assembly Test Room experiments were conducted during 1927-28,
to determine the impact of changes in working hours and working conditions on
productivity.
Method of Experiment: two women were selected as test subjects
and were asked to select four other workers to be part of their test group to
work in a separate room assembling telephone relays. Productivity was determined
mechanically by calculating the number finished relays each worker dropped down
a chute.
Finding: Changing variables affected productivity; Researchers
concluded that proper rest time, choice for selecting own team members, team
work, special treatment, and sympathetic supervision have a direct impact on
higher level of productivity.
3. Mass Interviewing Programme
Purpose of the experiment: Mass Interviewing program which includes about 20,000 interviews were conducted between 1928
and 1930 to understand employees’ attitudes towards company, supervision, promotion,
insurance plans, and wages.
Finding: Mass Interviewing Programme revealed valuable
insights about the human behavior in the workplace such as grievance, satisfaction and dissatisfaction, sentiments and desires, relationships and values
4. Bank Wiring Observation Room Experiment.
Purpose of the experiment: Bank Wiring Observation Room
Experiment was conducted during 1931-32 to examine the effect of payment
incentives on productivity.
Method of Bank Wiring Observation Room Experiment: A group of fourteen men was selected to work on a telephone
switching equipment and the workers were paid according to individual
productivity.
Finding: The result was surprising that productivity was decreased that
workers were afraid that the company would lower the base rate and loose job of
low performing co-workers; so the employees informally decided to not increase
the productivity. The researchers found
that workers were more open to the social force of their co-workers than to the
control and incentives of management.
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| Hawthorne Plant |
The following are the main conclusions on the basis of
Hawthorne studies:
1. Social Unit: Employees are social beings and a factory is a
social unit also; not just a techno-economic unit.
2. Group Influence: Members of a group develop a common
psychological bond uniting them as a team in the form of informal organization
which is more powerful than management.
3. Group Behaviour: A typical group behavior can control or
even replace individual tendencies.
4. Motivation: Human and social motivation is more powerful
than monitory incentives or managing employee group.
5. Supervision: The style of supervision and leadership
affects an employee’s attitude towards work and productivity.
6. Working Conditions: Improved working conditions in the
organization affects productivity.
7. Employee Morale: employee morale can have intense
effects on productivity.
8. Communication: Communicating the logic behind various
decisions and participation in decision making increase productivity.
9. Balanced Approach: All aspects should be discussed before
taking decessions. A balanced approach to the whole situation can show better
results.
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