hawthorne effectppt
TRANSCRIPT
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HAWTHORNE EFFECTHAWTHORNE EFFECT
BY
DIMELROY
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DEFENITIONDEFENITION
y The behavior of an individual or a group
will change to meet the expectations of
the observer if they are aware their
behavior is being observed.
y It is also termed as Short Lived Increase
of Productivity.
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How it was DevelopedHow it was Developed
y The term was coined in 1950 by Henry A.
Landsberger when analysing older
experiments from 1924-1932 at the
Hawthorne Works a Western Electricfactory outside Chicago.
y The term gets its name from a factory
called the Hawthorne Works.
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EXPERIMENTSEXPERIMENTS
yILLUMINATION
EXPERIMENT
yRELAY ASSEMBLYEXPERIMENTS
yBANK WIRING
ROOM
EXPERIMENTS
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ILLUMNIATION EXPERIMENTILLUMNIATION EXPERIMENT
y The experiment was done with various
group of workers
y The hawthorne researchers began by
examining the relationship between
physical environment and productivity
y First they manipulated the intensity of
illumination upward and downward, thereis no change in the group output.
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y The production does not varies though
there is a vary in increase or decrease in
illumination
y Then they introduced a control group in
that an experimental group was
presented with varying intensity of
illumination, while the control groupworked under a constant illumination
intensity.
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y The results were the same to the
Hawthorne researchers
y As the light level was increased in the
experimental, the output rose for both
the control and experimental groups , but
to the surprise of the researchers, as the
light level dropped in the experimentalgroup, productivity increased in both the
groups.
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y The production level decrease was
observed in the experimental group only
when the light intensity has been reduced
to that of moonlight.
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CONCLUSIONCONCLUSION
y The Hawthorne researchers concluded
that illumination intensity was only a
minor influence among the many
influences that affected the employeesproductivity, but they could not explain
the behaviour they had witnessed.
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RELAY ASSEMBLY EXPERIMENTSRELAY ASSEMBLY EXPERIMENTS
y They choose two women's and four other
workers to join the test group.
y Together the women worked in a separate
room over the course of five years (1927-1932) assembling telephone relays.
y They appointed a supervisor.
y
Then the researchers spent five yearsmeasuring how different variables impacted
the group's and individuals' productivity.
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INTERVIEWING PROGRAMINTERVIEWING PROGRAM
y The workers were interviewed in attempt
to validate the Hawthorne Studies. The
participants were asked about
supervisory practices and employeemorale. The results proved that upward
communication in an organization creates
a positive attitude in the workenvironment. The workers feel pleased
that their ideas are being heard.
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BANK WIRING ROOMBANK WIRING ROOM
EXPERIMENTSEXPERIMENTS
y Fourteen men where put together on
assembling telephone switching
equipment.
y The process was broken down into three
tasks: wiring, soldering and inspection.
y Introducing Incentives Program
y They put Employees in a special room
y Placed an observer full time in the room
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RESULT(BANK WIRING)RESULT(BANK WIRING)
y The productivity actually decreased
because the workers became suspicious
that their productivity may have been
boosted to justify firing some of theworkers later on.
y The Workers were afraid that the
company would lower the base rate.y The existence of informal groups or
"cliques" within the formal groups.
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ContdContd
y Cliques created certain norms
y They used sarcasm, binging, ridicule to
bring pressure to bear on people who
deviate from norms. They could also
arrange their work in such a way as to
overwhelm an inspector, and then be
forced to do nothing while waiting forhim.
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ContdContd
y They also adjusted their reports of how
much was done so as to appear that the
output was uniform. They were afraid of
inviting any changes. This was not basedon any experience they had.
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CONCLUSIONCONCLUSION
y It was concluded that the social
environment could have an equal if not a
greater effect upon productivity than the
physical environment.
y The studies revealed the influence that
informal work groups can have on the
productivity of employees and on theirresponse to such factors as supervision
and financial incentives.
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CONCLUSIONCONCLUSION
y When the first phase of experimentsbegin it was believed that every socialproblem was "ultimately individual." The
results found that group rather thanindividual psychology was a key factor inthe production performance of theworkers.
y It also pioneered the concept of goodcommunication between management andemployees.
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Are the Findings Relevant todayAre the Findings Relevant today
YES
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MarketingMarketing
y if XYZ Company conducts a taste test
and tells the subjects that XYZ Company
produced beverage No. 1, most
respondents will say they prefer beverageNo. 1. Thus, it is not a true test. Similarly, if
a test panel are told they are testing an
appetite suppressant, they will begin toeat less.
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Food and FitnessFood and Fitness
y When individuals are made to feel special
their physical and intellectual performance
improves. Psychologists call this the
Hawthorne effect. Successful coaches,fitness trainers, and instructors often use
this effect by providing members of their
group with as much support and sense ofimportance as possible.
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Sports Science and MedicineSports Science and Medicine
A general improvement in performance
that occurs when persons receive special
attention. Successful coaches often show
considerable respect for this effect,providing members of their group with as
much support and sense of importance as
possible.
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THANK YOU