GEORGE ELTON MAYO (1880 1949)

OBPPM GROUP MEMBERS Mandeep Singh Jitesh Atkari Swapnil Ahire Priyanka Rao Tanuja Verma Vikas Kumar Jaywant Jadhav Amit Shedage Satish Rajeardad Animesh Chaturvedi

PRESENTERS Introduction by Tanuja D. Verma Hawthorne Experiment Phase I & Phase II by Vikas Kumar Phase III & Phase IV by Amit Shedage Findings by Priyanka Rao Criticism by Jaywant Jadhav Conclusion by Mandeep Singh

AGENDA About Elton Mayo Hawthorne Experiment Findings Criticism Conclusion Questionnaire

ABOUT ELTON MAYO Founder of the Human Relations Movement

Social theorist and industrial psychologist.

Contribution to management via Hawthorne Experiment

HAWTHORNE EFFECT The Hawthorne Studies were conducted from 1924 to 1932 at the Western Electric Hawthorne Works in Cicero, Illinois Chicago. Hawthorne Studies of the 1930s highlighted the importance of groups in affecting the behavior of individuals at work.

PHASES OF HAWTHORNE EXPERIMENT Phase I: Illumination Experiment(1924-1927)

Phase II: Relay Assembly

(1927-1928) (1928-1930)

Phase III: Mass Interviewing (1931-1932)

Phase IV: Bank Wiring Experiment

FINDINGS The aptitudes of individuals are imperfect predictors of job performance. Informal organization affects productivity. Work-group norms affect productivity. The workplace is a social system.

PRODUCTIVITY

FATIGUE MONOTONY

Fa ti u e a n d m o n o to n y a ffe cts p ro d u cti ty g vi NEGATIVELY

PRODUCTIVITY

SOCIOPSYCHOLOGICAL

S o ci -p sych o l g i lfa cto rs ( m o ti ti n , o o ca va o su p e rvi o n ) a ffe cts p ro d u cti ty si vi POSITIVELY

CRITICISM De-recognization

Pro-Management Bias

Clinical Bias

Overlooking Social Factor

Limited Scope of Research

Treatment of Worker

CONCLUSION Criticisms apart, landmark in evolution of human relations

Contribution towards human interest in management.

Companies employing Eltons research Tata Godrej