Bank wiring observation room experiment

HAWTHORNE EXPERIMENT

GROUP MEMBERS

O VIKAS AGRAHARI 03O VENKATESHO KEVAL PATEL 38O TEJAL RANE 43O AKASH SALVE 48

O MOHAMMED PARVEZ SHAH 53O SHIJI THOMAS 56O VISHAL WAVHAL 66

INTRODUCTION

O DISCOVERED BY “GEORGE ELTON MAYO” (1880-1949)

O KNOWN AS MANAGEMENT GURUO FOUNDER OF HUMAN RELATIONS MOVEMENTO AUTHOR OF BOOK “HUMAN PROBLEMS OF AN INDUSTRIAL CIVILIZATION”

PHASES OF HAWTHRONE EXPERIMENT

O IILUMINATION EXPERIMENTS (1924-27)• DESIGN TO TEST THE EFFECT OF LIGHTNING

ON WORKERS PRODUCTIVITY• INFLUENCE OF HUMAN RELATIONS ON WORK BEHAVIOURO CONCLUSION• LIGHT INTENSITY HAS NO CONCLUSIVE EFFECT ON OUTPUT• PRODUCTIVITY HAS A PSYCHOLOGICAL

COMPONENT• CONCEPT OF “HAWTHORNE EFFECT” WAS

CREATED

O RELAY ASSEMBLY TEST ROOM EXPERIMENTS (1927-28)

• DETERMINE THE EFFECT OF CHANGES IN VARIOUS JOB CONDITIONS ON GROUP ACTIVITY

O CONCLUSION• WORKERS OUTPUT INCREASED AS A

RESPONSE TO ATTENTION, NON-DIRECTIVE SUPERVISION etc..

• STRONG SOCIAL BONDS WERE CREATED WITHIN THE TEST GROUP.

O MASS INTERVIEWING PROGRAMME (1928-30)• CONDUCTED 2100 INTERVIEWS• TO EXPLORE INFORMATION , USED TO IMPROVE

SUPERVISORY TRAINING• METHOD OF DIRECT QUESTIONING CHANGED TO

NON DIRECTIVEO CONCLUSION• INCREASE THE MORALE• DEEP ROOTED DISTURBANCES

BANK WIRING ROOM EXPERIMENTS

O AFFECT OF PAYMENT INCENTIVE ON PRODUCTIVITY

O EMPLOYEES• TOTAL = 14 WORKERS • 9 WIREMEN• 3 SOLDERMEN• 2 INSPECTORO FEW SPECIAL CONDITIONS• SEGREGATED WORK AREA• NO MANAGEMENT VISITS• SUPERVISION REMAINS THE SAME• OBSERVER WOULD RECORD DATA – NO

INTERACTION WITH WORKERS

RESULTSO OUTPUT WAS LOWER THAN WHAT COMPANY HAS

DETERMINED REASONS:• FEAR OF UNEMPLOYMENT• FEAR OF RAISING THE STANDARDS• PROTECTION OF SLOWER WORKERS• SATISFACTION ON THE PART OF MANAGEMENT• CONCLUSION:O WELL ESTABLISHED PERFOMANCE NORMS EXISTED IN THE

GROUPO INFORMAL SOCIAL ORGANISATION DICTATED LITTLE

DEVIATION FROM THE ESTABLISHED PRODUCTION STANDARDS

O INFORMAL SOCIAL PROTECT WORKERS FROM MANAGERS WHO

• RAISE PRODUCTIN STANDARDS• CUT PAY RATES• CHALLENGE WORKPLACE NORMS

CRITICISMO IT LACKS VALIDITYO MORE IMPORTANCE TO HUMAN

ASPECTSO MORE EMPHASIS ON GROUP DECISION

MAKINGO THE EXPERIMENT LACKED SCIENTIFIC

BASISO HAWTHRONE PLANT WAS A

THOROUGHLY UNPLEASANT PLACE TO WORK

CONCLUSIONO SOCIAL UNITO GROUP INFLUENCEO GROUP BEHAVIOURO MOTIVATIONO SUPERVISIONO WORKING CONDITIONSO EMPLOYEE MORALEO COMMUNICATIONO BALANCED APPROACH