Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Hawthorne's Studies and Human Relations

No description
by

Kristin Hudon

on 29 October 2012

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Hawthorne's Studies and Human Relations

In 1927, Elton Mayo began to research the effect of worker fatigue on productivity. They designed a specific test that would be free of the psychological effects thought to have polluted the earlier studies. The Hawthorne Studies Continue Hawthorne Studies and Human Relations By: Kristin Hudon Scholarly Critiques:
poor research design
weak support for the conclusions drawn
researchers overgeneralized their findings The Hawthorne Studies and Human Relations is a behavioural management approach. Behavioural approaches maintain that people are social and self-actualizing. In 1924, the Western Electric Company began a research program to study worker productivity at the Hawthorne's Chicago plant. The initial study had a tried to determine whether or not economic incentives and the physical conditions of the workplace affected the output of workers. The results were a huge turning point for for the field of management (focus on human interactions). Relay Assembly Test- Room Studies The Test:
six workers were isolated for intensive study
were given various breaks, and workdays of various lengths
production was measured constantly Results:
researchers failed to find any relationship between changes in physical workplace conditions and output
Mayo concluded that the new "social setting" accounted for the increase in productivity
Two factors were especially important: group atmosphere, and there was a more participative supervision Mayo's research continued until 1932.
in one study over 21,000 employees were interviewed to learn what they liked and disliked about their work environment- resulted in confusing results
final study was conducted in a bank wiring room and centered on the role of the team- people restricted production in order to avoid displeasing the group Lessons from the Hawthorne Studies Achievements:
a turning point in the evolution of management
helped shift the attention of managers
revealed that people's feelings, attitudes and relationships with co-workers affect their work
recognized the importance of group influences on individuals
personal satisfaction, culture and social norms were subjects worth pursuing
trust in the workplace is huge people
people want the maximum control possible over their work life
The Hawthorne Effect
the Human Relations Movement References:
Management Fundamentals. N.p.: n.p., n.d. Print.

"The Hawthorne Effect." Computing Canada: n. pag. Ebscohost: Canadian Reference Center. Web. 20 Oct. 2012.

"The Hawthorne Study." Monkeyshines on Health and Science: n. pag. Ebscohost: Middle Search Plus.Web. 20 Oct. 2012.

The Many Lessons of the Hawthorne Experiments. N.p., n.d. Web. 20 Oct. 2012. <http://www.threestarleadership.com/articles/hawthorne.htm>.
Full transcript