Elton Mayo Theory Series Of Experiment
And this approach of human relations also has its roots in the myriads of experiments which was conducted by the renowned professor, Elton Mayo and his team at the Harvard School of Business, precisely at the Hawthorne plant of Western Electric Company.In one experiment the activities of a small group of men engaged in making parts of telephones switches were observed. Management, according to human relations, is the study of the behavior of employees in the workplace. There was a series of experiment in a factory called Hawthorn in.Elton Mayo And His Key Theories. He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together.Described in details in the land mark volume management and the workers these experiments led to the first systematic conception of organizations as social system and destroyed some of the basic assumptions of the machine model.Thus forming a completely new management theory in 1920s,introduced by George Elton Mayo. Mayo’s theory on motivational management Mayo believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work.
They refused to increase their output, agreeing among themselves, was entirely adequate.They did not trust the management, fearing that if production went up, some jobs might be eliminated or wage rate cut. Instead, the men reacted illogically, not at all like “economic me”. This stimulus was supposed to produce a logical response: worker recognition of individual best interest and acceptance of the plan. Hi tw among mn imrtnt rrh wr:-.
The men seemed to react negatively to any new ideas of the management.It was only when the role of the informal organization in each group had been accurately diagnosed that the situation became clear. This was just the opposite of the experience with the men working on the telephone switches. Sometimes the lighting was improved, sometimes made worse rest pause were introduced and the eliminated.It seems as though the company could make almost any kind of change in the conditions under which the girls worked without them reacting negatively.
Neither was the principle of administration, such as the division of work. Social Norms: the level of organizational effectiveness is determined by social norms, the early experiments on illumination and fatigue demonstrated that the physiological capability of the workers was not theoretical factor in productivity. Basic Principles of Human RelationThe following principles of Human Relations have been derived from the Hawthorne Experiments:
Democratic administration: workers will achieve their highest level of effectiveness when they are allowed to manage their own affairs with no gang boss in charge. Supervision: the most effective system of supervision is created when the managers consult the group and its informal leaders in order to win acceptance of organizational objectives. Management system of economic incentives, by contrast was less powerful.
Physically a manager might be able to supervise more than the prescribed maximum of twelve subordinates, but any more than that, from the point of view of the workers, would reduce, the opportunity for effective group development. Only six women participated in this experiment, which has an ideal group size for the development of collegial atmosphere (ironically, the administrative scientists seemed to recognize this with their span of control principles. Every change in the work schedule by close consultation with the workers, because the researcher did not want to alienate the women.
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