Hawthorne Effect

Elton MayoBiblioteka Baidu
Hawthorne effect
• The Hawthorne effect is a psychological phenomenon that produces an improvement in human behavior or performance as a result of increased attention from superiors, clients or colleagues. In a collaborative effort, the effect can enhance results by creating a sense of teamwork and common purpose. In social networking, the effect may operate like peer pressure to improve the behavior of participants.
• Work-group norms affect productivity. The Hawthorne researchers were not the first to recognize that work groups tend to arrive at norms of what is a fair day's work; however, they provided the best systematic description and interpretation of this phenomenon. • The workplace is a social system. The Hawthorne researchers came to view the workplace as a social system made up of interdependent parts.
• Difficult to identify the critical working environment attributes as some are intrinsic like organization dynamics etc. • Quantification of the parameters, a, b and c of the productivity model is also very subjective and depends on the discernment of the manager. • Critical working attributes are dynamic and model needs to be updated constantly to reflect actual 'ground' situation. • On the whole, the accuracy of the productivity model is highly correlated on the judgment and the acumen of the manager.
The experiments were primarily started with the intention of studying the relationship between productivity and work conditions examining the physical and environmental influences of the workplace (e.g. brightness of lights, humidity) and then moved on to the psychological aspects (e.g. breaks, group pressure, working hours, managerial leadership).
Hawthorne Effect
The structure of the report
• • • • What is The Hawthorne Experiments Hawthorne effect The Hawthorne Experiments. History Strengths of the Hawthorne Experiments. Benefits • Limitations of the Hawthorne Effect. Disadvantages • Four general conclusions were drawn from the Hawthorne studies
Limitations of the Hawthorne Effect. Disadvantages
Four general conclusions were drawn from the Hawthorne studies:
• The aptitudes of individuals are imperfect predictors of job performance. Although they give some indication of the physical and mental potential of the individual, the amount produced is strongly influenced by social factors. • Informal organization affects productivity. The Hawthorne researchers discovered a group life among the workers. The studies also showed that the relations that supervisors develop with workers tend to influence the manner in which the workers carry out directives.
The Hawthorne Experiments. History
The Hawthorne Effects are a series of experiments conducted from 1924 to 1933, and famously analyzed by Professor Elton Mayo from 1927 to 1932. The term Hawthorne was coined as the site for the experimental studies took place at Western Electric Hawthorne Work, Chicago.
What is The Hawthorne Experiments?
The name "Hawthorne Effect" comes from some early work (1927-1932) on organizational measurement done at the Western Electric plant in Hawthorne, Illinois, where management tried to determine optimum levels of factory-floor lighting. Because the employees knew about the study, they responded to each adjustment in light level by increasing productivity.
Strengths of the Hawthorne Experiments. Benefits
• The method allows clear identification of the concerns of the workers. • It solves productivity issues in a sustainable and long term basis, if it is properly and accurately modeled. • It brings forth consistency in the assessment of the working situation when management needs to carry out long term envisioning.