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Hawthorne Experiments

Elton Mayo is the scholar of this category. The Hawthorne experiments resulted in the human
relations behavioralism movement. The experiments were carried out in the western electric
company of the USA in the 1927-1932. Elton Mayo and the Elton Mayo’s associates with these
experiments disproved the beliefs of the Taylor with the controlled experiment the highest
productivity can be found. The Hawthorne studies included the light effects on the productivity
and found no correlation between the productivity and the light and moved to other factors. In
these factors Mayo worked with some girls group which include the no rest breaks, rest breaks,
no free meal, fewer working hours a day or more working hours a day. With these changes, the
productivity gone up. These women set productivity record when put back to original working
hour.

Positive Organization behavior

In the illumination experiment the connection was established to check the relationship of the
illumination and the output. The increase in the light intensity increased the output. When the
intensity of light gradually reduced the outputs still shows increasing. It concluded that the
relationship is not consistent of illumination and workers output. The major reason or finding of
the experiment was that the workers were happy that researchers are showing interest in them
and they are receiving the attention from them. This brought a change in their behavior the
worked hard in the high intensity of light and the low intensity of light to show that they are very
hardworking and very efficient workers and satisfied with their job. These experiments were
supposed to be for one year but researchers have some setbacks so the study was continued for
five years. In the relay assembly test room experiment when a group of six girls were asked to
work under the supervision of the researcher the productivity also increased. The output of the
girl’s experiment was the same as the results of the illumination experiment. The behavior of the
group workers in the experiment of the bank wiring was negative because of the rules set by
management and these strict rules reduced their productivity.

Positive organization scholarship

Positive organization scholarship in companies focus on creating life and performance positive.
The positive organization scholarship has four components which are self-efficacy, optimism,
hope and the resiliance. The positive work atmosphere in the organization. In the special
observation room, the room number two of the relay assembly the relay assemblers were from
departmental incentive changed into the small group of incentives the work of the worker was
that they worked in a resiliance way they bounce back from low productivity to high
productivity. When they moved back from small group to large group their productivity was
dropped again. Pay is the relevant factor in productivity increase but it is not the only factor. The
atmosphere of work social group was the other factor. Atmosphere was the base when they
worked in resiliance way. Like room two the room one experiment which include the girls
experiment the output was high because it was the change in their behavior to show the
efficiency to researcher and high morale by the researchers.

Positive organization psychology

Basically, any business organization is not just techno economic organization but also the social
system. The employer of any organization can be influenced or motivated by psychological or
social needs which can be attitudes, emotions and feelings these can also motivate him and
people and not just the incentives which are in economic value. The co-operative attitudes must
be developed by the management to enhance the participation and not just rely only on
command. The productivity in any organization is linked with the satisfaction of the employees.
Therefore, the satisfaction of the employees must be a great interest for the management. In the
bank wiring test room experiment the Roethlisberger and Dickson get the information of the
social groups of the company to find out which is the cause of output restriction. This experiment
was conducted among the workers of group with the conditions which are nearly normal. After
the experiment, the production of the group compared with the previous production and the
production was lower than the level set by management. The group set their own performance
standards. So, there was no incentive or bonus system the reason they only produce as much of
their unofficial standards. So, the employee morale is the key for the higher productivity. the
higher output results from high morale. Psychology of the group in organization plays very
important role. Organization rely on efforts of the informal group. In the relay assembly room,
the morale of the girls was high and the production was high. The production was high when all
the improvements was taken away. The finding of the researchers was that the higher
productivity is because of the socio-psychological effect. In the interview program, it was
obtained that social group create huge impact on the work. Despite incentives there was
restriction in the production because of pressure of the group. The psychology of the group
worker in bank wiring was negative the worker did not show the character or talent to work
because of supervisor. In relay assembly, the psychology of the girls was positive to individual
traits. In illumination experiment the psychology of the workers was positive individual traits.

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