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HAWTHRONE EXPERIMENTSResearch & Presented by:
Amrita Banerjee, AnupriyaBaranwal, Sneha Poddar, Rubina
Khatoon, Digvijay N. Singh,
Amit Keshri & Amit Saboo
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About
Western Electric Company
Engaged in manufacturing equipmentfor the telephone industry.
High standards, concern for welfare of
employees regarding wages and hours. No worker strike in over 20 years.
High employee morale.
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The Essence of Human Relation
Organizational situation.
Social process.
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Finally
The term was coined in 1955 by Elton Mayo,W
hitehead & Roethlisberger. Research began with a study conducted by
Hawthorne at Western Electric Company.
Conducted Research in Four Phases:
- Illumination Experiments- Relay AssemblyTest Room Experiments
- Mass Interviewing Experiments
- BankWiring Observation Room Experiments
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Experim
ent
# 1 - Illumi
natio
n Experim
ents(1924 1927)
Varied levels of illumination.
- higher illumination increase productivity First experiment
- Two separate groups
- one group varied intensities ofillumination
- second group constant intensities ofillumination
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Experiment & Result
Increased illumination both group
production increased. Intensity of illumination decreased
production still increase.
Production decrease when intensityof illumination gets to the level ofmoonlight.
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Final Conclusion
Illumination No effect on
productivity.
Human factor is responsible
New Experiments started.
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Experiment # 2 Relay Assembly TestRoom Experiments (1927 1928)
Sets a relay assembly test room.
Two girls.Four more girls coworkers.
Work assembly of telephone relays.
Output depend speed & continuityOne observer
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Changes & Outcomes
Each girls extra pay was based on the
other five. Two 5min. rest later made it to 10min.
Frequent break decrease the rhythm of
work. In the Morning break coffee or soup
served along with sandwich
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Contd...
In the evening break snack was provided.
Change in working hours i.e. instead 5.00 p.m.changed to 4.30 p.m. later 4.00 p.m.
Each change introduced
- Absenteeism Decreased
- Morale Increased- Less Supervision
Revert back all changes production increased
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Final Result
Change in Girls attitude work &
work group.Stability.
Sense of belongingness.
More freedom of work responsibility & self discipline.
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Experiment # 3 Mass InterviewingExperiments (1928 1930)
20,000 interviews conducted
during 1928-30.Direct questioning
Disadvantage not get to the rootof the problem
Now non-directive interviewing.
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Major Finding
Complaint is not necessarily an objective
recital of facts.
Objects, persons, and events are carriers
of social meanings.
Personal situation of the worker is aconfiguration of emotional balancing.
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Contd
Status of the worker in the company
work allotted to him.
Satisfaction or Dissatisfaction - Social
status and social rewards.
Social Demand Social experiences
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Experiment # 4 Bank Wiring ObservationRoom Experiments (1931 1932)
Analyze the functioning of small group & impact
on individual behavior. 14 male workers employed
- 9 wireman
- 3 soldermen
- 2 inspectors
Work - to attach wire to switches.
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Contd
Hourly wage rate average output of
each worker.Bonus average group output.
To earn more produce more.
To earn bonus help each otherWorkers decided target for
themselves lower than companies.
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Reason for restrictedoutput
Fear for unemployment.
Fear of raising the standard.
Protection of slower workers.
Satisfaction on the part of management.
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Result
Workers sets certain norms.
Informal relationship important factor. Workers counseled good human
relations in regards to
- personal adjustment- Supervision
- employee relations
- management employee relations.
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Implication of HawthorneExperiments
Multiple needs.
Interpersonal relations & Work
situations.
Informal relations.
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Contd
Leadership.
Supervision.
Communication.
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Criticismof HawthorneExperiments
Productivity is Ignored.
Incomplete Package.
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Contd
Missing link between humanization &Productivity.
Keeping Employee happy is notenough.
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