hawthorne experiment semi f

8/8/2019 Hawthorne Experiment Semi f

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We the students of S.Y.B.A.F. are grateful

to PROF. NEELAM ARORA for giving us an

opportunity to set up a project onHAWTHORNES EXPERIMENT which

provided us a platform to know different

managerial skills & experiments. We

enjoyed the process of knowing more &more about the Hawthorne experiment.



Abhinav Deo - 06

Jasdeep Singh Gill ² 07

Tanmay Karalkar ² 15

Tejas Shah - 27

Tejas Deshpande ² 37

Ritin Purohit ² 42



The term was coined in 1955 by Elton Mayo,Whitehead & Roethlisberger.

Research began with a study conducted byHawthorne at Western Electric Company.

Conducted Research in Four Phases: - Illumination Experiments

- Relay Assembly Test Room Experiments

- Mass Interviewing Experiments

-

Bank Wiring Observation Room Experiments



(1924 ² 1927)Varied levels of

illumination.

Two separate groups

1. one group ² varied intensities of

illumination

2. second group ² constant intensities ofillumination



Increased illumination

production remains the same .

Intensity of illumination decreased ² productionstill remains the same .

Production decrease ² when intensity ofillumination gets to the level of moonlight.

Final Conclusion illumination ²

No effect on productivity.

Human factor is responsible

New Experiments started.



(1927 ² 1932)Sets a relay assembly test room.

Two girls.

Four more girls ² coworkers.

One supervisor.

Work ² assembly of telephone relays.

Output depend ² speed & continuity



Changes & Outcomes : Each girl·s extra pay was based on the

other five. Two 5min rest, later made it to 10min. Frequent break decrease the rhythm of

work. Change in working hours. Each change introduced

- Absenteeism Decreased- Morale Increased- Less Supervision



Providing food during the breaks.

Change in Girl·s attitude ² work & work

group.

Stability.

Sense of belongingness.

More freedom of work ² responsibility &self discipline.



Mass Interviewing Experiments (1928 ²

1931)21,000 interviews conducted during

1928-31. Direct questioning

Disadvantage ² not get to the root of

the problem Now non-directive interviewing.



Major findings- Complaint is not

necessarily an objective recital of facts..

Personal situation of the worker is aconfiguration of emotional balancing.

Status of the worker in the company ²

work allotted to him. Satisfaction or Dissatisfaction - Social

status and social rewards.



Bank Wiring Observation Room

Experiments (1931 ² 1932)

¾ Analyze the functioning of small group &impact on individual behavior.

¾ 14 male workers employed

¾ - 9 wireman

¾ - 3 soldermen

¾ - 2 inspectors



Reason for restricted output:

Fear for unemployment.

Fear of raising the standard.

Protection of slower workers.

Satisfaction on the part of management



¾ Interpersonal relations & Work situations.

¾ Informal relations.¾ Leadership.

¾ Supervision.

¾ Communication.¾ Management & employee relations.

¾ Personal adjustments.



¾ Productivity is Ignored.

¾ Incomplete Package.

¾ Missing link between humanization &Productivity.

¾ Keeping Employee happy is not

enough.

hawthorne experiment semi f

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