HAWTHORNE EXPERIMENT [human relation approach]
Neo classical theory:-
The hawthorne plant of General Electric
Company Chicago was manufacturing telephone system bill it employee about
30,000 employee at the time of experiment. In respect of material benefits to
the workers, this was the most progressive company with pension and sickness
benefits and many recreational facilities. There was great deal of
dissatisfaction among the workers and productivity was not upto the mark. After
the alter failure of an investigation conducted by efficiency experts, in 1924
the company asked for assistance from the National Academy of Science to
investigate the problem of low productivity .
In order to investigate the real cause
behind the phenomenon, a team was constituted by -
1) Elton
mayo [psychologist]
2) William
Dickson [ company
representative ]
3) Whitehead [ sociologist ]
4) Roethlesberger [
sociologist ]
They conducted experiments and
researches in 4 phrases:-
1. Illumination
Experiment, [1924-27]
2. Relay
assembly test room experiment, [1927-28]
3. Mass
interviewing programme, [1928-30]
4. Bank
wiring observation room experiment, [1931-32]
1.ILLUMINATION TEST EXPERIMENT:-
Illumination test were under taken to
find out how varying level of illumination effects the productivity.
The
hypothesis was that - by increasing illumination, productivity cab be increased.
EXPERIMENTAL CONTROLLED
[varying
environment] [constant environment
1.
As light increased, Productivity Increased production increased
2.Illumination decreased, no effect on
productivity production
increased 3. at
moon light, production was decreased
production
increased
CONCLUSION:- Illumination has no effect on productivity,
but there is something else which is impacting.
2.RELAY
ASSEMBLY TEST :-
Relay assembly test were designed to
determined the effect of changes in various job condition on group productivity.
For this purpose the researchers set up a relay assembly test room and two
girls were choosen.
Two girls were asked to choose other 4
girls as co-workers.
following changes were applied on them:-
1) INCENTIVES SYSTEM-
The incentives system was changed so that each girl & extra pay based on the
other 5 rather than output of a large group. As a result productivity increased
as compared to before.
2) TWO, 5-MINS REST-
One in the morning and other in the evening session were introduced which was
than increased to 10 mins. As a results the productivity increased.
3)
Rest
periods was reduced to 5 mins but frequency was increased- As
a results the productivity decreased slightly and the girls complained that
frequency of rest intervals affects the
rhythm of their work.
4)
The
no. of rest period was reduced to two of 10 mins each.
But the morning coffee or soup was serve alone with sandwiches and in the
evening, snacks was provided. As a results the productivity increased.
5)
change
in working hour & working day were introduced
such as cutting on hour off at the end of day and eliminating Saturday of work.
As a result productivity increased.
As each change was introduced
absenteeism reduced, moral increased, less supervision was required. It was
assume day these +ve factor were there because of various factor being adjusted
and making them more +ve.
At this point of view, researchers
decide to revert back to original position that is no rest and other benefits.
Surprisingly Productivity increased further instead of going down.
CONCLUSION:- This development caused a considerable
amount of re-direction in thinking & the result implied that productivity
increased not because of +ve changes in physical factor but because of change
in the girls attitude toward work and their work group. They develop the
feeling of stability and sense of belongingness since there was more freedom of
work. They develop a sense of responsibility and self discipline. The
relationship b/w supervisor & worker become close & friendly.
3.MASS
INTERVIEWING PROGRAMME:-
About 20,000 employees were selected and
the interview was conducted b/w 1928-1930
to determine the aptitude toward company, supervision, insurances plan,
promotion & wages and other benefits. The interview program gave valuable
inside about the human behaviour in the company.
CONCLUSION:-
worker behaviour was being influenced by the group behavior. However, The conclusion was not satisfied and
therefore the researchers decide to conduct another series of experiment.
4.BANK
WIRING OBSERVATION ROOM EXPERIMENT:-
These experiment were carried on b/w
November 1931 to may 1932 with a view to analysis the functioning of small
group & its impact on individual behaviour.
A
group of 14 male workers was employed in which 9 were solder man & 2 were
inspector.
Hourly wage rate for the personnel was
based on average output of each worker.
While the bonus was to be determine on
the basis of group output.
The hypothesis was that in order to earn
more, worker would produce more and in order to take advantage of group bonus,
they would help each other to produce more.
However this hypothesis did not hold
valid. The workers decided the target for themselves which was lower than the
companies target.
1. Fear
of unemployment.
2. Fear
of raising the standard.
3. Protection
of slower workers.
4. Satisfaction
on the parts of mgt.
CONCLUSION- This study suggested that informal relationship are an important factor
in determining the human behaviour. During the course of work experiment,
worker was concerned for good human relation in the companies plant.
IMPLICATION/FINDINGS
OF HAWTHORNE EXPERIMENT :-
1. SOCIAL FACTOR IN
OUTPUT-
Elton
mayo has described organisation as “a social system”. Thus, an organisation is
not merely a formal structure of functions in which production is determined by
official prescription but the production norms is set by social norms. Since
people are social beings, their social characteristics determines the output
& efficiency in the organization. Economic Rewards & productivity do
not necessarily go together.
2. GROUP INFLUENCE-
Workers,
being social being, create informal groups which are different from other
official groups. The groups are formed to overcome the short coming of formal
relationship.
Thus
mgt cannot deal with workers as individuals but as a member of one group.
Subject to influence of the group.
3. CONFLICTS-
There
may be conflict b/w organisation & informal group however, informal group
may help to achieve organizational objective by overcoming the conflict which
produce hindrance in productivity.
4. LEADERSHIP-
It
is important to direct group behaviour in an organization. However, leadership
cannot come only from formally appointed superior but there may be informal
leaders. In some areas, informal leaders are more important in directing group
behaviour because of his identity with groups objectives.
5. SUPERVISION-
friendly
to the workers, attentive, genuinely concern, supportive supervision affects
the productivity in its favorably.
6. COMMUNICATION-
Through
communication, workers can be explained the rationality of a particular action,
participation of workers in decision making concerning the matter of their
importance, solving problems and development of better understanding b/w mgt
& workers. This type of communication increases workers productivity.
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