Hawthorne Experiments And The Principle Effect

Hawthorne Experiments: It is also known as observer effect. The Hawthorne studies were conducted in order to find out the role of human resource in increasing the production of an organization.
It is a form of reactivity whereby subjects improve an aspect of their behavior being experimentally measured simply in response to the fact that they are being studied, not in response to any particular experimental manipulation.
The Hawthorne studies include the following experiments:
1. Illumination experiments
2. Relay assembly test experiments
3. Relay assembly room
4. Mica splitting test group
5. Plant interview group
6. Bank wiring observation group

HAWTHRONE EXPERIMENT
 Conducted between 1924-1932
 Conducted at WESTERN ELECTRIC COMPANY, CHICAGO,

worker output
 Result: higher worker productivity and satisfaction at all levels Worker productivity was stopped with the light levels reached moonlight intensity.
 Conclusion: light intensity has no effect on output Productivity has a physiological component
 Concept of ‘Hawthorne Effect’ was created.

2. Relay Assembly Test Experiments:
 1927-1929
 Experiments were conducted by Elton Mayo
 Manipulated factors of production to measure effect on output:
 Pay incentives
 Length of work day and work week
 Use of rest periods
 Company sponsored meals
 Results: higher output and greater employee satisfaction
 Conclusion: positive effects even with negative influences- worker’s output will increase as a response to attention Strong social bonds were created within the test groups. Workers are influenced by need for recognition, security, and sense of belonging.

3. Relay Assembly Room 2:
 1928-1929
 Measured effect on output with compensation rates
 Special observation rooms
 1st session- relay assemblers changed from departmental incentive to small group