Elton mayo focusing on human relation aspects

ELTON MAYO:FOCUSING ON HUMAN RELATIONS

8/10/20131 Asst.Prof. Supriya Bhagat

ELTON MAYO:FOCUSING ON HUMAN RELATIONSFather of Human Relations ApproachThe experiments were conducted in four phase:

1. Illumination experiments

2. Relay assembly test room experiments

3. Interview phase

4. Bank wiring observation room

experiments


1.Illumination experimentshe first, a sequence of illumination tests

from 1924 to 1927, set out to determine the effects of lighting on worker efficiency in three separate manufacturing departments.

Accounts of the study revealed no significant correlation between productivity and light levels.

The results prompted researchers to investigate other factors affecting worker output.


In the first series two groups were made.One group was exposed to varying

intensities of illumination.Since this group was subjected to

experimental changes, it was termed as experimental group.

Another group was called control group, continued to work under constant intensities of illumination.


The researchers found that as they increased the illumination in the experimental group, both groups increased production.

When the intensity is decreased, the production continued to increase in both the groups.

The production decreased when the illumination was below the level of moon light.


2.The Relay Assembly RoomThis phase aimed at knowing not only the

impact of illumination on production but also other factors like length of the working day, rest hours, and other physical conditions

In this experiment, a small homogeneous work-group of six girls was constituted. These girls were friendly to each other and were asked to work in a very informal atmosphere under the supervision of a researcher.


The incentive scheme was changed so that each girls extra pay was based on the other five rather than output of larger group, say 100 workers or so. The productivity increased as compared to before.

Two five minutes rests- one in morning session and other in evening session-were introduced which were increased to 10 minutes. The productivity increased


The rest period was reduced to 5 minutes but frequency was increased. The productivity decreased slightly and the girls complained that frequent rest intervals affected the rhythm of the work.

The number of rest was reduced to two of 10 minutes each, but in the morning, coffee or soup was served along with sandwich and in the evening, snacks was provided. The productivity increased.


Changes in the working hours and workdays were introduced such as cutting an hour off the end of the day and eliminating Saturday work.

the girls were allowed to leave at 4.30 pm instead of usual 5.00 pm and later at 4.00pm. Productivity increased.


Conclusion of experimentAs each change was introduced,

absenteeism decreased, morale increased and less supervision was required.

Sense of belongingness ,self- discipline, sincerity increases.


3. INTERVIEW PHASE21000 people were interviewed between 1928-

1930

To determine employee attitude towards the company and their jobs.

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


Initially, a direct approach was used whereby interviews asked questions considered important by managers and researchers.

The researchers observed that the replies of the workmen were guarded.

Therefore, this approach was replaced by an indirect technique, where the interviewer simply listened to what the workmen had to say.

The findings confirmed the importance of social factors at work in the total work environment.


4. Bank Wiring Test Room Experiment:Conducted during 1931- 1932It was undertaken by researchers to test some of

the ideas they had gathered during the interviews.A group of 14 male workers in the bank wiring room

were placed under observation for six months. A worker's pay depended on the performance of the

group as a whole. The researchers thought that the efficient workers would put pressure on the less efficient workers to complete the work.

However, it was found that the group established its own standards of output, and social pressure was used to achieve the standards of output.


The hypothesis was that in order to earn more workers would produce more and in order to take advantages of group bonus, they would help each other to produce more.

But this reason failed as workers decided the target for themselves which was lower than the companies target.

Ex- group target for a day was connecting 6600 terminals against 7300 terminals set by the company. The worker gave following reasons for the restricted output.


Fear of unemployment: the basic reasoning of workers was that if there would be more production per head, some if the workers would be put out of employment .

Fear of raising the standards: most workers were convinced that once they had reached the standard rate of production, management would raise the standard of production reasoning that it must be easy to attain.

Protection of slower workers: The workers were friendly on the job as well as off the job. They appreciated the fact that they had family responsibility that required them to remain in the job.

Since slower workers were likely to be retrenched, the faster workers protected them by not overproducing.

Satisfaction on the part of management: According to workers, management seemed to accept the lower production rate as no one was being fired or even reprimanded for restricted output.


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Elton mayo focusing on human relation aspects