Mayo's Hawthorne Experiment

 Mayo's Hawthorne Experiment

Overview:

  •  The mechanical principle of "organization>individual" and a new understanding of human behavior in organizations
  • Testing the traditional industrial psychological hypothesis
  • A study on the relationship between organizations and members of the organization
  • A new paradigm of business thinking
  • Personal and economic needs collective and social needs
  • Beginning of a full-scale study on the relationship between corporate performance and organizational members

The Experiment:
  • Run at the Hawthorn plant of Western Electric Co., a telephone company, from 1924 to 1932
  • The relationship between the environmental conditions and productivity of the first experiment
  • The relationship between the working conditions of the 2nd experiment and the work efficiency
  • The interview of the employees of the third experiment
  • 4th Experimental Wiring Work Observation Experiment

Results:
  • Relationships in the workplace and a member's psychological stability are factors that improve the efficiency of a task.
  • Humans are psychological and social presences in the workforce.

Limitations:
  • A lack of specific and rational scientific validity
  • Mis-hypothesis of satisfaction, fraud, and productivity improvement
  • An undue denial of a businessman's view of humanity
  • A simple theory of universal validity.

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