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Hawthorne Studies

The Hawthorne Studies, conducted between 1924 and 1932, aimed to explore how working conditions influenced productivity but revealed the significant impact of social and psychological factors on workplace behavior. Key findings included the Hawthorne Effect, which suggests that observation can enhance performance, and the importance of team dynamics, communication, and employee satisfaction. These studies shifted management focus from scientific methods to human relations, influencing future theories on employee engagement and organizational culture.

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Mhe Ann Quiaot
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77 views2 pages

Hawthorne Studies

The Hawthorne Studies, conducted between 1924 and 1932, aimed to explore how working conditions influenced productivity but revealed the significant impact of social and psychological factors on workplace behavior. Key findings included the Hawthorne Effect, which suggests that observation can enhance performance, and the importance of team dynamics, communication, and employee satisfaction. These studies shifted management focus from scientific methods to human relations, influencing future theories on employee engagement and organizational culture.

Uploaded by

Mhe Ann Quiaot
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd

HAWTHORNE STUDIES

The Hawthorne Studies were a series of research experiments conducted at the Western
Electric Hawthorne Works in Chicago between 1924 and 1932. These studies are considered
foundational in the development of human relations theory in management and organizational
behavior.

🔍 Purpose of the Studies

The initial goal was to examine how different working conditions (like lighting and work
hours) affected worker productivity. However, the results revealed much more about the social
and psychological factors influencing workplace behavior.

🧪 Key Phases of the Hawthorne Studies:

1. Illumination Studies (1924–1927)


o Tested how changes in lighting affected productivity.
o Result: Productivity improved even when lighting was decreased, suggesting
other factors were at play.
2. Relay Assembly Test Room Studies (1927–1932)
o A small group of women worked under various conditions (changes in hours,
breaks, etc.).
o Result: Productivity increased regardless of the changes. Researchers concluded
that attention and involvement in the study made the workers feel valued,
boosting their performance.
3. Interview Program
o Over 20,000 employees were interviewed to understand workers’ attitudes.
o Result: Workers cared more about how they were treated and their social
relationships than about physical working conditions.
4. Bank Wiring Observation Room Study
o Focused on a group of male workers.
o Found that workers developed informal rules to control productivity and protect
group norms, even resisting management's incentives.

🌟 Key Findings (Hawthorne Effect):

 The Hawthorne Effect: People improve their behavior or performance simply because
they are being observed or feel special.
 Human factors like motivation, team dynamics, attention, and recognition have a
powerful influence on productivity.
 Social and psychological needs of workers matter just as much—if not more—than
physical work conditions or monetary incentives.
Team Dynamics refers to the behavioral relationships and interactions among members of a
group working together. It includes how they communicate, collaborate, resolve conflicts, and
influence each other to achieve shared goals.

🔍 Key Elements of Team Dynamics:

 Communication – How clearly and openly team members share information.


 Trust and Respect – The confidence members have in each other’s abilities and
intentions.
 Roles and Responsibilities – How clearly roles are defined and followed.
 Decision-Making – How the team makes choices and solves problems.
 Conflict Resolution – How disagreements are handled in a constructive way.
 Leadership and Influence – How leadership is exercised and how members affect one
another.

📚 Importance in Management:

 Shifted focus from scientific management (like Taylorism) to human relations.


 Led to greater interest in employee satisfaction, motivation, and group dynamics.
 Influenced later management theories emphasizing employee engagement and
organizational culture.

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