Elton Mayo’s Contribution to Management

Neeraj Pant

By the end of the presentation, you will come to know about the Relay’s Experiment.

You must search for other experiments done by Elton Mayo in the Hawthorne.

You must be able to understand difference between this theory and other Classical/Traditional theories

Objective of this Presention

Father of Human Relation Movement

In charge of human behavior experiment at Hawthorne Works.

George Elton Mayo

Hawthorne Study

Hawthorne Works built by Western Electrics

Started in 1950Shut down in 198345000 Employees

Conditions and resultsUnder normal conditions with a forty eight hour week, including Saturdays, and no rest pauses. The girls produced 2,400 relays a week each.

They were then put on piece-work for eight weeks. Output went up

Hawthorne Study

Two five minute rest pauses, morning and afternoon, were introduced for a period of five weeks.

Output went up once more

The rest pauses were lengthened to ten minutes each.Output went up sharply

Hawthorne Study

Six five minute pauses were introduced, and the girls complained that their work rhythm was broken by the frequent pauses.Output fell slightly

Return to the two rest pauses, the first with a hot meal supplied by the Company free of charge.Output went up

The girls were dismissed at 4.30 p.m. instead of 5.00 p.m.Output went up

Hawthorne Study

They were dismissed at 4.00 p.m.Output remained the same

Finally, all the improvements were taken away, and the girls went back to the physical conditions of the beginning of the experiment: work on Saturday, 48 hour week, no rest pauses, no piece work and no free meal. This state of affairs lasted for a period of 12 weeks.Output was the highest ever recorded averaging 3000 relays a week.

Hawthorne Study

six individuals became a team

Co-operation among team members

Standard production for a team decided by team members.

What happened during the experiment

Workers were happy with two breaks as they felt free to work without coercion.

Workers felt a sense of belongingness when they were given free meal.

Workers felt important within the organisation which in turn caused loyalty among them.

What happened during the experiment

Working standards decided by the workers’ team are more effective than those decided by the management.

Workers work better when set free.

Workers work better in social environment rather than in isolation.

Incentive is just one of the motivational factor.

Outcomes of Hawthorne Study

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