Hawthorne Studies Experiments - Iv Parts, Conclusions, Criticism

The Human Relations Movement began amongst the Hawthorne Experiments. They were conducted at Western Electrical Works inwards USA, b/w 1924-1932.

Four Parts of Hawthorne Studies / Experiments

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Part I - Illumination Experiments (1924-27)

These experiments were performed to uncovering out the final result of dissimilar levels of illumination (lighting) on productivity of blogspot.com//search?q=what-is-labour-and-labourer-meaning-and">labour. The brightness of the calorie-free was increased too decreased to uncovering out the final result on the productivity of the exam group. Surprisingly, the productivity increased fifty-fifty when the degree of illumination was decreased. It was concluded that factors other than calorie-free were also important.

Part II - Relay Assembly Test Room Study (1927-1929)

Under these exam 2 minor groups of half-dozen woman mortal yell relay assemblers were selected. Each grouping was kept inwards split upward rooms. From fourth dimension to time, changes were made inwards working hours, residual periods, tiffin breaks, etc. They were allowed to pick out their ain residual periods too to give suggestions. Output increased inwards both the command rooms. It was concluded that social human relationship amidst workers, participation inwards blogspot.com//search?q=what-is-labour-and-labourer-meaning-and">decision-making, etc. had a greater final result on productivity than working conditions.

Part III - Mass Interviewing Programme (1928-1930)

21,000 employees were interviewed over a menses of 3 years to uncovering out reasons for increased productivity. It was concluded that productivity tin hold upward increased if workers are allowed to verbalize freely virtually matters that are of import to them.

Part IV - Bank Wiring Observation Room Experiment (1932)

A grouping of fourteen manful mortal workers inwards the banking corporation wiring room were placed nether observation for half-dozen months. Influenza A virus subtype H5N1 worker's pay depended on the functioning of the grouping equally a whole. The researchers idea that the efficient workers would lay pressure level on the less efficient workers to consummate the work. However, it was found that the grouping established its ain standards of output, too social pressure level was used to plough over the standards of output.

Conclusions of Hawthorne Studies / Experiments

The conclusions derived from the Hawthorne Studies were equally follows :-

1. The social too psychological factors are responsible for workers' productivity too project satisfaction. Only skilful physical working atmospheric condition are non plenty to increment productivity.
2. The informal relations amidst workers influence the workers' guide too functioning to a greater extent than than the formal relations inwards the organisation.
3. Employees volition perform improve if they are allowed to participate inwards decision-making affecting their interests.
4. Employees volition also move to a greater extent than efficiently, when they believe that the management is interested inwards their welfare.
5. When employees are treated amongst abide by too dignity, their functioning volition improve.
6. Financial incentives solitary cannot increment the performance. Social too Psychological needs must also hold upward satisfied inwards gild to increment productivity.
7. Good communication betwixt the superiors too subordinates tin improve the relations too the productivity of the subordinates.
8. Special attending too liberty to limited their views volition improve the functioning of the workers.

Criticism of Hawthorne Studies / Experiments

The Hawthorne Experiments are mainly criticised on the next grounds :-

1. Lacks Validity : The Hawthorne experiments were conducted nether controlled situations. These findings volition non move inwards existent setting. The workers nether observation knew virtually the experiments. Therefore, they may accept improved their functioning entirely for the experiments.
2. More Importance to Human Aspects : The Hawthorne experiments gives also much importance to human aspects. Human aspects solitary cannot improve production. Production also depends on technological too other factors.
3. More Emphasis on Group Decision-making : The Hawthorne experiments placed also much emphasis on grouping decision-making. In existent situation, private decision-making cannot hold upward totally neglected particularly when quick decisions are required too at that spot is no fourth dimension to consult others.
4. Over Importance to Freedom of Workers : The Hawthorne experiments gives a lot of importance to liberty of the workers. It does non give importance to the constructive job of the supervisors. In reality also much of liberty to the workers tin lower downwards their functioning or productivity.