The conclusion derived from the “HAWTHORNE” Studies
The Conclusion derived from the “Hawthorne” Studies
Here You get The Conclusion derived from the “Hawthorne” Studies
“Illumination Experiments (1924-27)
- These experiments were performed to find out the effect of different levels of illumination (lighting) on productivity of labor.
- The brightness of the light was increased and decreased to find out the effect on the productivity of the test group. Surprisingly, the productivity increased even when the level of illumination was decreased.
- It was concluded that factors other than light were also important.
– Relay Assembly Test Room study (1927-1929)
• Under these test two small groups of six female telephone relay assemblers were selected. Each group was kept in separate rooms. From time to time, changes were made in working hours, rest periods, lunch breaks, etc. They were allowed to choose their own rest periods and to give suggestions. Output increased in both the control rooms. It was concluded that social relationship among workers, participation in decision-making etc. had a greater effect on productivity than working conditions, .
Mass Interviewing Programmer (1928-1930)
• 21.000 employees were interviewed over a period of three years to find out reasons for increased productivity. It was concluded that productivity can be increased if workers are allowed to talk freely about matters that are important to them.
Conclusions of Hawthorne Studies / Experiments
The conclusions derived from the Hawthorne Studies were as follows :-
1.The social and psychological factors are responsible for workers’ productivity and job satisfaction. Only good physical working conditions are not enough to increase productivity.
2. The informal relations among workers influence the workers’ behavior and performance more than the formal relation the organization.
3. Employees will perform better if they ere allowed to participate in decision-making affecting their interests,
4. Employees will also work more efficiently, when they believe that the management is interested in their welfare.
5. When employees are treated with respect and dignity, their performance will improve.
6. Financial incentives alone cannot increase the performance. Social and Psychological needs must also be satisfied in order to increase productivity.
7. Good communication between the superiors and subordinates can improve the relations and the productivity of the subordinates.
8. Special attention and freedom to express their views will improve the performance of the workers.
For Reading about “IDEO” Case Study -Click Here