Motivation Theory - Elton Mayo. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. If you continue browsing the site, you agree to the use of cookies on this website. See our Privacy Policy and User Agreement for details. Mayo was a lecturer at the University of Queensland when he decided to move to the University of Pennsylvania in America in 1. Harvard Business School in 1. It was from here that he took on the research that was to make him one of the most famous names in management history. Elton Mayo and the Hawthorne Experiments. Mayo's reputation as a management guru rests on the Hawthorne Experiments which he conducted from 1. Western Electric Hawthorne Works in Cicero, Illinois (a suburb of Chicago). The factory employed mainly women workers who assembled telephone cabling equipment. Elton Mayo Motivation Theory Pdf CreatorThe aim of the study was to establish the impact of different conditions of work on employee productivity. Initially, Mayo examined the affect of changes in the factory environment such as lighting and humidity. He then went on to study the effect of changes in employment arrangements such as breaks, hours, and managerial leadership. Not only were the Hawthorne experiments the first large- scale studies of working people's conditions ever made; they also produced a range of remarkable results that changed the face of people management. Elton Mayo Motivation Theory Pdf To ExcelDownloadable article about the life and work of Elton Mayo. Downloadable article about the life and work of Elton Mayo. Human relations movement refers to the researchers of organizational. Elton Mayo's work has been widely attributed to the. The Astonishing Results of the Relay Assembly Room Experiments. Although Elton Mayo and his team conducted the Hawthorne Experiments over a number of years, it is his work with 6 women workers in the relay assembly room that made his name. Throughout the series of experiments, one of Mayo's team sat with the girls as they worked, noting everything they did, keeping them up- to- date with the experiment, asking for clarification, and listening to their views. The experiment began by introducing carefully controlled changes, each of which was continued for a test period of 4 to 1. The results of these changes were as follows. Output went up once more. Output went up sharply. Output fell slightly. Output remained the same. These conditions lasted for a period of 1. Output was the highest ever recorded with the girls averaging 3. Conclusions of the Hawthorne Experiments. It took Elton Mayo some time to work through the results of his Hawthorne Experiments, particularly the seemingly illogical results of the Relay Assembly room experiments. His main conclusion was that the prevaling view of the time, that people went to work purely for money and a living, was deeply flawed. It was first and foremost a group activity in which other people and their behaviour, be they colleagues, managers or observers, affected how well people worked. People's morale and productivity were affected not so much by the conditions in which they worked but by the recognition they received. The rises in productivity in the Relay Assembly Room were achieved under the interested eye of the observers not because the conditions made the workers feel good but because the workers felt valued. Elton Mayo's Other Findings. In the next part of this look at the work of Elton Mayo, we'll tell you about some lesser- known results of Mayo's Hawthorne experiments, such as what he discovered about conducting interviews and how to turn groups into teams. Meanwhile, learn about these other giants of management: Henry Fayol. Bruce Tuckman. Abraham Maslow. Benjamin Franklin.
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