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  • Hawthorne Experiments: by Frederick J.Rosetghisberger

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    The Hawthorne Experiments conducted in the 1920s at the Western Electric Hawthorne plant showed the importance of individual workers and the presence of social systems in the workplace. The experiments originally intended to study the effects of lighting on productivity but found that productivity increased regardless of the lighting levels. It was concluded that increased productivity was due to workers receiving attention from being involved in the experiments. Further studies also found that productivity increased even when factors like pay incentives and work hours changed, showing that social bonds within worker groups influenced output.

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    The Hawthorne Experiments conducted in the 1920s at the Western Electric Hawthorne plant showed the importance of individual workers and the presence of social systems in the workplace. The experiments originally intended to study the effects of lighting on productivity but found that productivity increased regardless of the lighting levels. It was concluded that increased productivity was due to workers receiving attention from being involved in the experiments. Further studies also found that productivity increased even when factors like pay incentives and work hours changed, showing that social bonds within worker groups influenced output.

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    69 views14 pages

    Hawthorne Experiments: by Frederick J.Rosetghisberger

    Uploaded by

    sdj32
    The Hawthorne Experiments conducted in the 1920s at the Western Electric Hawthorne plant showed the importance of individual workers and the presence of social systems in the workplace. The experiments originally intended to study the effects of lighting on productivity but found that productivity increased regardless of the lighting levels. It was concluded that increased productivity was due to workers receiving attention from being involved in the experiments. Further studies also found that productivity increased even when factors like pay incentives and work hours changed, showing that social bonds within worker groups influenced output.

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    of 14

    Hawthorne Experiments

    by Frederick J.Rosetghisberger
    Vineet Gautam Pranav Kumar Gautam Aditya Goel Sayak Ray Suryadeep Jain

    Hawthorne Studies
    Conducted in late 1920s Western Electric Hawthorne plant Showed importance of the individual in the workplace Showed the presence of a social system in the workplace

    We usually assume that a big problem needs a bid idea , a complex problem needs a complex idea for its solution A human problem to be brought to a human solution requires human data and human tools .

    Hawthorne Studies: Workplace Lighting


    Originally intended to examine effects of lighting on productivity Scientific management proposed that physical conditions affect productivity Result: Productivity increased regardless of lighting level Conclusion: Increased productivity was due to workers receiving attention

    Illumination Studies

    The second illumination study utilized a test group and a control group. Illumination intensities were varied in the test group and compared to the control group. Both groups showed increases in production rates that were not only substantial but also nearly identical.

    Illumination Studies
    Conclusions: Employee output was not necessarily related to lighting conditions, and Too many variables had not been controlled in the experiments.

    Relay Assembly Test Experiments


    Manipulated factors of production to measure effect on output: Pay Incentives Length of Work Day & Work Week Use of Rest Periods Company Sponsored Meals

    Relay Assembly Test Experiments


    Conclusions: Positive effects even with negative influences 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

    Plant Interview Program


    Objective Questions Work Conditions Work Relationships Yes/No Answers Conversational / Non-directive Attentive Sympathetic Listening Concern for personal needs Increased in time from 30-90 minutes

    Plant Interview Program (Conclusions)


    Firstly , Behaviour of workers could not be understood apart from their feelings or sentiments Secondly ,We tend to project our sentiments on the outside world. Thirdly , manifestation of sentiments could not be understood as things in and by themselves but only in terms of the total situation of the person

    Plant Interview Program (Conclusions)


    Change Response

    Change

    Response

    Attitudes (sentimets)

    Change

    Response

    Attitudes (sentimets) Personnal History Social Situation at work

    Bank Wiring Observation Group


    Limited changes to work conditions Segregated work area No Management Visits Supervision would remain the same Observer would record data only no interaction with workers

    Bank Wiring Observation Group


    Conclusions: Preexisting performance norms Group dictated production standards Systemic Soldiering Work Group protection from management changes.

    Thank You

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