Elton Mayo and the human relations approach
Elton Mayo was born in 1880 and died
in 1949. He was a medical student who became an academic with a particular
interest in people in organisation. His method of motivation was very heavily
influenced by F. W. Taylor.
Elton
Mayo's Hawthorne studies
The Hawthorne Studies
(also known as the Hawthorne Experiments) were conducted from 1927 to 1932
at the Western Electric Hawthorne Works in Cicero, Illinois (a suburb of
Chicago). This is where Professor Elton Mayo examined the impact of
work conditions in employee productivity. Elton Mayo started these experiments
by examining the physical and environmental influences of the workplace (e.g.
brightness of lights, humidity) and later, moved into the psychological aspects
(e.g. breaks, group pressure, working hours, managerial leadership) and their
impact on employee motivation as it applies to productivity.
The Hawthorne effect
In essence, the Hawthorne
Effect, as it applies to the workplace, can be summarized as "Employees
are more productive because the employees know they are being
studied." Elton Mayo's experiments showed an increase in worker
productivity was produced by the psychological stimulus of being singled out,
involved, and made to feel important.
Additionally, the act of measurement, itself, impacts the results of the measurement. Just as dipping a thermometer into a vial of liquid can affect the temperature of the liquid being measured, the act of collecting data, where none was collected before creates a situation that didn't exist before, thereby affecting the results. Although this research has been criticized from many angles, the central conclusions drawn were :
Additionally, the act of measurement, itself, impacts the results of the measurement. Just as dipping a thermometer into a vial of liquid can affect the temperature of the liquid being measured, the act of collecting data, where none was collected before creates a situation that didn't exist before, thereby affecting the results. Although this research has been criticized from many angles, the central conclusions drawn were :
- People are motivated by more than pay and conditions.
- The need for recognition and a sense of belonging are very important.
- Attitudes towards work are strongly influenced by the group.