mass interview program

1. ELTON MAYO’s HAWTHORNE
EXPERIMENTS
MASS INTERVIEW PROGRAM
BANKWIRING OBSERVATION ROOM STUDY
prepped by ARIKAPUDI SAIMANIKANTA

2. •The term “Hawthorne” is a term used within several
behavioral management theories and is originally
derived from the western electric company’s large
factory complex named Hawthorne works.
•Starting in 1905 and operating until 1983.
•Hawthorne works had 45,000 employees and it produced
a wide variety of consumer products, including
telephone equipment, refrigerators and electric fans.

3. As a result, Hawthorne works is well-known for its enormous
output of telephone equipment and most importantly for its
industrial experiments and studies carried out.
• The Hawthorne studies were conducted in order to find out the role of
human resource in increasing the production of an organization.The
Hawthorne studies included the following experiments.
• ExperimentsConducted
• 1)Illumination Experiment
• 2)Relay AssemblyTest room studies
• 3)Mass interview programme
• 4)BankWiring Observation Group

4. George Elton Mayo
He was an Australian Psychologist, Sociologist and Organization
Theorist.
Spent most of his career at Harvard Business School and was the
Professor of Industrial Research
Known as the founder of Human Relations Movement
Also known for his research including Hawthorne Studies

5. Mass Interview Program
• Conducted 20,000 interviews.
• Objective was to explore information, to judge their attitudes and opinions
on the factors influencing productivity.

6. Results of Mass Interview Program
• It was found that the opportunity to talk freely about things that are more
important to workers has a positive effect on their moral & productivity
• Complaints were symptoms of deep-rooted disturbances.
• Workers are governed by experience obtained from both inside and outside
the company

7. BankWiring Observation room study
• 1931-1932
• A group of 14 workers were put under close observation.
• A pay of every member was made dependent on the performance of the
group as a whole .

8. Result of bank wiring observation study
• No appreciable changes in output.
• It was found that the group had its own norms of performance & various
forms of social pressure were exercised to enforce these norms

9. Criticism of Hawthorne Studies /
Experiments
• The Hawthorne Experiments are mainly criticised on the following grounds
:-
1.LacksValidity
2. More Importance to HumanAspects
3. More Emphasis on Group Decision-making
4. Over Importance to Freedom of Workers

10. CONCLUSION
•The social and psychological factors are responsible for
workers' productivity and job satisfaction. Only good
physical working conditions are not enough to increase
productivity.
•The informal relations among workers influence the
workers' behaviour and performance more than the
formal relations in the organisation.
•Employees will perform better if they are allowed to
participate in decision-making affecting their interests.

11. • Employees will also work more efficiently, when they
believe that the management is interested in their
welfare.
• When employees are treated with respect and
dignity, their performance will improve.
•Financial incentives alone cannot increase the
performance. Social and Psychological needs must
also be satisfied in order to increase productivity.

12. •Good communication between the superiors and
subordinates can improve the relations and the
productivity of the subordinates.
•Special attention and freedom to express their views will
improve the performance of the workers.