Hawthorne experiments

...

1924 along, the U.S. corporation Western Electric's Hawthorne factory near Chicago in a array of tests. The initial goal is based on Section Pok management principles, the working environment to browse the shock on labor productivity. Mayo participated in the experiment was apt study the psychological and social factors on workers' labor processes. 1933 published

directory

test test concluded the occasion of the tentative stage 1, the social methodology of 2 folk, the spirit of the theory 3, 4 methodology of informal groups, interpersonal type of mastery theory, the significance of the action of experimental subjects Pok theory from experimental psychology experiments Yinhuo Sang Pok in the history of one of the most noted events. This series of Western Electric Company in the United States belongs to the Chicago Hawthorne plant of psychological research at Harvard Pok Pok Pok psychology professor at the Mayo chair. Hawthorne factory is a factory fabrication telephone switches, with better recreational facilities, health concern system and pension system, merely the workers are still furious, the production into the plot far from ideal. To ascertain out the reasons, the U.S. National Research Council study team systematized to carry out experiments. Hawthorne experiment is divided into 4 experimental phases: premier, Zhao Ming experiment. Time from November 1924 to April 1927. At namely time the theory of product efficiency is prevailed by physicians curb labor's view that the productivity impact of employee labor and monotony of the flu, so while the experimental hypothesis is that , so that production efficiency. But after two years was found, Zhao brightness changes had no impact on production efficiency. Specific results are: the experimental group when Zhao brightness increases, the experimental team and control group are increasing production; Zhao brightness decreased when the experimental group, the 2 groups still have to boost production, even the experimental group dwindled to 0.06 candlelight Zhao lightness, its output is too decreased significantly; until Zhao Ming reduced as moonlight general, it is clear to watch when the production was sharply down. Researchers face of this outcome was a detriment, loss of confidence. From 1927 onwards, the Mayo group of Harvard University guided by Professor Pok Pok psychological experiments over the workers down, persist. Second, welfare experiment. Time is from April 1927 to June 1929. Overall intention of the experiment is to identify the benefits of the relationship between transformation and productivity. But after extra than two years was found, no matter how welfare changes (comprising changes in compensation remittance methods, incentives to increase alternatively dwindle, mushroom alternatively decrease repose time, etc.) will no influence production continued to mushroom, even the workers themselves on the production efficiency of the reasons he could not. After Further analysis found that the chief cause leadership to increased production efficiency as with: 1, sense of glory in the experiment. Beginning of the experiment six women participated in the experiment Minister's Office has been called into conversation, they calculate this is a large prestige. This shows that the magnitude of proud to be the enthusiasm of the folk have a explicit character in promoting. 2, a good relationship amid members. Third, the interviews experiment. Researchers by the factory plans to start the interview. The initial motif as this project is to workers on management's plans and policies, the foreman's viewpoint and working conditions to response questions, but this provides a good interview, but during the way of planning a huge surprise to obtain one unexpected efficacy. Workers would favor to work outdoor the outline of asset to speak to the workers that the important entity is no the company or the investigators that the significance of those things. Interviewers comprehend this point in time prior to the interview program does not require the content of every interview, the mean time from thirty minutes to stretch to 1-1.5 hours, listen fewer, detailed log of workers' grievances and opinions. Interview program lasted extra than two years. Substantial increase in production workers. Factory workers has long been on the management systems and methods there are numerous dissatisfied, no area to vent, talk plans to appliance fair cater them with the chance to vent. Vent after the ease of mind, morale improved, so that production is improved. Four groups of experiments. Mayo and others in this trial is to choose 14 man workers in a divide room in the winding, welding and inspection work. Implementation of this special group of workers chip rate system. Experimenter originally envisaged, the implementation of this incentive will make workers work harder to get more reports Zhou. However, the findings scrutinized, the output remained at gentle levels merely, the mean journal output per worker are similar, but the workers did not accurately report the production. In-depth survey found that the crew in mandate to defend the interests of their group, spontaneously fashioned a number of specifications. They coincided, too numerous who are not competent to highlight their own; who is not experienced of too tiny impact on the output of the entire group, and a mortgage not allowed informers to the authorities, whether whichever person who contravenes these provisions, ranging from excavating Ku à Ma, when in hitting. Further investigation found that the cause why the workers to maintain moderate levels of production, is anxious about increase in production, management would change the existing system of incentives or abatements in personnel, so that some workers are unemployed, or act a slow partner will be penalized. The tests showed that, in order to maintain unity within the team tin give up the bait of stuff benefits. The answer arises At the same time, strengthening interior collaboration. Fifth,bigtc, experimental outlook attitude of 20,000 person-times to investigate, provided the experimenter must be patient and listen to the views of workers, complain, and make careful records, not to contradict and reprimand, and sympathetic to the position of workers. The results yield a substantial increase. Because conversation ease the clash between workers and managers of conflict, the formation of nice relationships. To arrive at amounts of human relationships more than the lusty conclusions. Hawthorne experiment experimental results the conclusion are: 1,galleribergman.com, workers are social beings, not economic, that workers in addition to substance absences, there are social and psychological needs and therefore tin not bypass the social and psychological factors on the impact of workman motivation, Management Division was denied Pok Pok send that money to motivate the enthusiasm of the workers mention the sole power of 2, there is one informal organization of the undertaking. Corporate members in the process of working together, have to have shared mutual sensibilities, attitudes and tendencies, a mutual code of behaviour and train, informal organization's peerless emotions, norms and tendencies, the behavior of members nigh the paperback. Informal union and formal organization not merely exists but too interdependent, 3 have a meaningful impact on productivity, workers' productivity depends especially on work attitude and the relationship between him and the human around them. Mayo that the main access to enhance productivity is to increase worker satisfaction, that is, workers of social factors, interpersonal satisfaction. If tall, work enthusiasm, initiative and team morale is high, productivity will be lofty meantime there are some theories have a practical significance: 1, Taylor's theory of social subjects who Pok management theory as characterized by orthodox management theory, people to work in the interest of economic, so the money is to stimulate the enthusiasm of workers, the only driving force for traditional management theory known as the The Hawthorne experiments show that the economic factor is just the second thing, social interaction, recognized by others, is a sweeping social groups and additional social psychological factors determine who is the enthusiasm of the 1st factor, the Mayo's management theories also known as 2, the morale of the technological theory in order to restrain the management theory of Taylor as the representative of traditional management theory is that the efficiency depends on the subjects Pok rational methods of work and good working conditions, so managers ought be concerned almost film thinking, tool chart, improved conditions, system management. The Hawthorne experiments show that the morale, that is, a sense of satisfaction and additional workers to meet the psychological needs of the foundation is to improve efficiency, working methods, working conditions, physical factors like things just the second. 3, one informal group of technological theory in order to restrain the management theory of Taylor as the representative of traditional management theory, we must create rigid and perfect management system, workers in the workplace as much as likely to lest the non-work contact, for it not only generates economic benefits benefits, and reduced efficiency. The Hawthorne experiments show that the official requirements of the prim work groups, there are still among the informal group of spontaneous, informal groups have their own standards and maintain the standard method, the impact on members of the official groups than as large, so managers can not only concerned with formal groups and informal groups and ignoring or belittling the role of. 4, relationships-based chairman in the scientific theory of Taylor Pok management theory as represented by traditional management theory, is to standardize the evolution of managers and oversee the implementation of those. The Hawthorne experiments recommended that there must be a new type of interpersonal leadership, they can comprehend the logic of entire workers and non-logical behavior, good listen and communicate, and to to understand the feelings of the workers, to foster a community in a formal economic needs and social needs of informal groups to maintain a equilibrium between the competence of workers to attain organizational goals and are compliant to collaborate and endow. In short, the Hawthorne experiments show that people are not economic male, but a social an, not isolated individuals only understand how to make money, but in certain social relations in the group members, individual substance interest in mobilizing the enthusiasm of the work has only secondary averaging, good relationships between groups working to mobilize the enthusiasm is a crucial factor. Therefore, the Mayo's theory also known as Pok academia and manufacture to do a series of related amounts and research; it for the management opened a doorway to Pok Pok social studies field gate; it also make researchers reiterate fieldwork (field research / field study) can not the subject stuff also close, otherwise it will affect the results of the experiment (phoned the Hawthorne effect, Hawthorne Effect). Mayo and his colleagues found that managers ambition to administer the social aspects of person nature and behavior of a deeper understanding of the surface. The theory of the behavior of subjects behavior Pok Pok is an neutral partition place of ​​research is different from the management Pok, but with content management and appearances of Pok research but perforate each additional. Behavior Research Division Pok basically be divided into two periods: pre-study known as the relationships Pok said, starting from the Hawthorne experiments; the premier time late in 1947, Behavior Section divider. 60 years, in order to avoid the behavior of subjects with generalized Pok disturbed, there was an Organizational behavior, embodying early behavior is essentially Pok Pok subjects - relationships Pok said, the behavior of subjects, embodying the taper curb. It is the object of study and the new coverage is divided into three levels:? (1) the theory of individual behavior. Mainly includes two aspects: First, the people's needs, motivation and stimulus theory, the content can be divided into motivation theory, process theory of motivation and incentives to strengthen the theory of three categories; Second, the enterprise theory of person ecology. ? (2) group behavior theory. Including group dynamics, communication, groups and members of the relationship between three aspects. (3) the organizational behavior theory. Including the theory of leadership and organizational alteration and development theory. The persona of leadership theory also includes leadership theories, leadership behavior and leadership theory, chance theory three categories. ? Open Category: Experimental, Hawthorne, Hawthorne experiments