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Elton Mayo Theory: DR Amit K Lal Founder Skillics

Elton Mayo conducted experiments at the Hawthorne plant in the 1920s and 1930s to study the impact of workplace conditions on productivity. The experiments found that changes to factors like lighting levels did not consistently impact productivity, but that social factors played a key role. Mayo concluded that informal social relationships among workers were more important than formal workplace structures in influencing job satisfaction and performance. The Hawthorne studies demonstrated that treating employees well and giving them a voice can improve productivity over financial incentives alone.

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131 views

Elton Mayo Theory: DR Amit K Lal Founder Skillics

Elton Mayo conducted experiments at the Hawthorne plant in the 1920s and 1930s to study the impact of workplace conditions on productivity. The experiments found that changes to factors like lighting levels did not consistently impact productivity, but that social factors played a key role. Mayo concluded that informal social relationships among workers were more important than formal workplace structures in influencing job satisfaction and performance. The Hawthorne studies demonstrated that treating employees well and giving them a voice can improve productivity over financial incentives alone.

Uploaded by

imdad ullah
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Elton Mayo Theory

Dr Amit K Lal
Founder Skillics
Elton Mayo – Human Relational Approach

• Elton mayo was born in australia in 1880


• Elton Mayo started his work at Hawthorne in 1924
• In 1927, a group of researchers led by Elton Mayo and
Fritz Roethlisberger
• The Hawthorne Experiments brought out that the
productivity of the employees
• Mayo’s idea was that logical factors were far less
important than emotional
Series of Experiments

1. Illumination Experiment
2. Relay Assembly Test Room Experiment
3. Mass Interview Programme
4. Bank Wiring Test Room Experiment
Illumination Experiment
 This experiment was conducted to establish relationship between
output and illumination

 The output showed an upward trend even when the illumination was
gradually brought down to the normal level

 it was concluded that there is no consistent relationship between


output of workers and illumination in the factory

 There must be some other factor which affected productivity


Relay Assembly Test room Experiment

 These experiments were performed in order to find the influence of changes


in job conditions on group productivity
 Methodology – A relay room was established and two girls were chosen. They
were asked to choose their co-workers.
 Changes and Outcomes-
 Pay will be dependent on the performance of other five girls – productivity
increased
 Two five minutes breaks – increased
 Snacks were provided in the rest period
 Changes in the work timings – 4.30 in the eveining (productivity increased)
 As the experiment ended and they revert back to old setting the productivity
increased further due to change in attitude of girls towards work
Mass Interviewing Program

• The objective of this programme was to make a systematic study of


the employee
• The researchers interviewed a large number of workers with regard
to their opinions on work
• working conditions and supervision Initially
• The researchers observed that the replies of the workmen were
guarded
• The findings confirmed the importance of social factors at work in
the total work environment
Banking Wire Experiment

 14 male workers were taken for this experiment.


 Bonus to be given on group performance
 The productivity increased and then decreased due to –
 Fear of unemployment
 Fear of raising the standard
 Protection of slower workers
Conclusion of Hawthorne Studies

 The social and psychological factors are responsible for workers'


productivity and job satisfaction. Only good physical working
conditions are not enough to increase productivity.
 The informal relations among workers influence the workers'
behaviour and performance more than the formal relations in
the organization.
 Employees will perform better if they are allowed to participate
in decision-making affecting their interests.
 Employees will also work more efficiently, when they believe
that the management is interested in their welfare.
Conclusion
 When employees are treated with respect and dignity, their performance will improve.
 Financial incentives alone cannot increase the performance. Social and Psychological
needs must also be satisfied in order to increase productivity.
 Good communication between the superiors and subordinates can improve the relations
and the productivity of the subordinates.
 Special attention and freedom to express their views will improve the performance of
the workers.

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