Team 4 Kennya Leal Richard Orsi Dan Wales Alexandra Pagliuca

Psychologist 12/26/1880 Active

and Sociologist

9/7/1949

Australian Psychologist

Moved

to the United States to participate in the Philadelphia post opportunity.

 Adelaide

University
of Queensland

University

Pennsylvania
Harvard

University

Business School

Retirement
British

Government Advisor

 Human The

Relations Movement

Social Problems of an Industrial Civilization (1933) Within Industry Supervisor Training

Training

1924-1927

Funded by General Electric

Conducted by The National Research Council (NRC) of the National Academy of Sciences with engineers from MIT Measured Light Intensity vs. Worker Output Result :
Higher worker productivity and satisfaction at all light levels

Conclusions:
Light intensity has no conclusive effect on output Productivity has a psychological component

Concept of Hawthorne Effect was created

1927-1929 Manipulated factors of production to measure effect on output:

Pay Incentives Length of Work Day & Work Week Use of Rest Periods Company Sponsored Meals

Results:
Higher output and greater employee satisfaction

Conclusions:
Positive effects even with negative influences workers output will increase

as a response to attention Strong social bonds were created within the test group. Workers are influenced by need for recognition, security and sense of belonging

1928-1929 Measured effect on output with compensation rates

Special observation room 1st Session- Relay Assemblers changed from departmental

incentive to small group incentive 2nd Session - Adjusted back to large group incentive

Results:
Small group incentives resulted in highest sustained level of production

112% over standard output base Output dropped to 96.2% of base in 2nd session

Conclusion:
Pay relevant to output but not the only factor

1928-1931 Measured output with changes to work conditions only:

Special Observation Room Length of Work Day Use of Rest Periods Workers stayed on established Piece-rate compensation

Result:

Productivity increased by 15% over standard output base

Conclusions:
Productivity is affected by non-pay considerations Social dynamics are a basis of worker performance

1925-1927 Objective Questions

Work Conditions Work Relationships Yes/No Answers

1928-1932 Conversational / Non-directive

Attentive Sympathetic Listening Concern for personal needs Increased in time from 30-90 minutes

Result:
Remarkable positive employee perceptions

Conclusions:
New Supervisory Style improved worker morale

1931-1932 Limited changes to work conditions

Segregated work area No Management Visits Supervision would remain the same Observer would record data only no interaction with workers

Small group pay incentive Result:

No appreciable changes in output

Conclusions:
Preexisting performance norms Group dictated production standards - Systemic Soldiering Work Group protection from management changes.

Groups were not selected objectively

Workers replaced during experiment for poor performance

One Italian member was working harder and above average to care for her family.

Hawthorne effect is simply the result of capitalist bias among modern industrial psychologists.
-American Psychologist Magazine

Woman liked attention and interpreted experimenter as the boss

- Jonathan Freedman

A distinguished industrial psychologist - H. Mcllvaine Parson

Improved management
But Professor Mayos work also helped establish field based empirical research as the primary research Methodology at HBS. - Mary Lee Kennedy

These studies changed the landscape of management

Taylor's engineering approach improved into a social science approach.

Experiments applied Taylors time and motion studies.

The Human Factor - relationships between workers and managers.

Recognized that special incentives were required to motivate laborers Failed to consider social motivation factors

Taylor noted while at the Simmonds Rolling Machine Company that

productivity increased when:
Each ball bearing checking girl was made to feel that she was the object

of special care and interest.

However, Taylor has never conducted any detailed studies to investigate this phenomena.

Viewed organizations as cooperative systems.

Focused on individuals and their interactions with other humans in social relationships.

Promoting communication Relates to Mayos Relay Room which every move was reported.

The Group Principle

The potentials of the individual remain potentials until they are released by group life.

Focused on: Negotiation Power Employee Participation

External factors were not considered as influences

Effect of power on productivity was not analyzed

Work groups were not chosen randomly

Control groups were not used as standards

Random selection of workers with NO substitutes

Keep environmental factors constant

Consider the influence of current economic conditions

Influence of improved technology

Effect of competing interests

Changes in social behavior

The uncertainties of geopolitical and economic forces

THANK YOU!

Are there any questions or comments?

Wren, Daniel A., and Arthur G. Bedeian. The Evolution of Management Thought. 6th ed. Hoboken, NJ: John Wiley & Sons, Inc., 2009. Print. "History of Management." ManagementGuru supports management studies and is maintained by Dr.Makamson. Web. 16 Nov. 2009. <http://www.mgmtguru.com/mgt301/301_Lecture1Page10.htm>. "Elton Mayo: the Hawthorne experiments. - Free Online Library." News, Magazines, Newspapers, Journals, Reference Articles and Classic Books - Free Online Library. Web. 17 Nov. 2009. <http://www.thefreelibrary.com/Elton+Mayo:+the+Hawthorne+experiments.-a0151189059>. "Baker Library Chronicles Human Relations Movement." Harvard Business School. Web. 16 Nov. 2009. <http://www.hbs.edu/news/releases/092407_hawthorne.html>. "Elton Mayo - encyclopedia article about Elton Mayo." Wikipedia (TheFreeDictionary.com mirror). Web. 17 Nov. 2009. <http://encyclopedia.thefreedictionary.com/Elton+Mayo>. "ProvenModels Hawthorne effect - Elton Mayo." ProvenModels - Management Models | Management Theory | Business Models | Michael Porter | Henry Mintzberg | Management Model | Business School. Web. 15 Nov. 2009. <http://www.provenmodels.com/6/hawthorne-effect/eltonmayo>.