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The Hawthorne experiment demonstrated that factors other than the physical environment of the workplace and the amount of pay received by the employees affect their productivity. Employee happiness with their work environment has a significant impact on their productivity.

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The Hawthorne Effect (Definition + Examples)

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Elton Mayo (1880 – 1949) was an Australian psychologist and an industrial researcher. His conducted studies, together with the Hawthorne studies, became the base for his lifelong breaking theories on Human Relations Theory of Management and scientific management.

Elton Mayo started his study in philosophy and psychology in 1907 at the University of Adelaide.

He graduated with honours in 1910 (B.A.) and also won the Roby Fletcher prize in psychology. He also got his masters degree (M.A.) in 1926.

After graduation, Elton Mayo became a foundation lecturer in philosophy in 1911 at the new University of Queensland.

After 1923 his focus shifted to industrial research, and he became a professor at the Harvard Business School.

Mayo continued his research and lectures as a professor of industrial research until 1947.

Elton Mayo died in 1949 due to the effects of excessive smoking and suffering from chronic hypertension.

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Mayo believed that when assessing productivity efficiency, rational criteria were significantly less crucial than emotional factors. Furthermore, of all the human factors influencing employee behaviour, the most powerful were those emanating from the worker’s participation in social groups.

Mayo concluded that work arrangements must satisfy the employee's subjective need for social satisfaction in addition to the requirements of output.

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The Hawthorne Works of Western Electric Company

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In 1927, a team of researchers from the Harvard Business School under the direction of Elton Mayo were invited to participate in the investigations being conducted at the Hawthorne Works of the Western Electric Company in Chicago. Up to 1932, the experiment was conducted. The four components of the Hawthorne experiment include:

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The goal of this experiment was to determine the link between output and illumination.

Increases in output were correlated with increases in light intensity. Even after the illumination was gradually reduced to its typical level, the production continued to trend upward.

Therefore, it was determined that there is no consistent link between worker output and industrial illumination. There must be some other element influencing productivity.

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The objective of this experiment was to understand how lighting affects production in addition to other elements like working hours, rest periods, and other physical parameters.

A small, uniform workgroup of six girls was created for this experiment. These girls worked together amicably in a relaxed setting under the watchful eye of a researcher.

Over the course of the experiment, morale and productivity both significantly rose. The researcher concluded that socio-psychological elements such as self-importance, attentiveness, engagement, and group cohesion was the key to greater productivity.

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This program's goal was to conduct a thorough analysis of employees' attitudes in order to understand the significance that their "working condition" had for them.

Numerous employees were questioned by the researchers about their views on their jobs, working environments, and management. The researchers noticed that the workers' responses were guarded.

This strategy was thus replaced by hearing what the workers had to say. The results supported the significance of social aspects in the workplace for the overall work environment.

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In order to create a new way of observation, learn more precisely about social groupings within a corporation, and identify the factors that limit output, Roethlisberger and Dickson conducted this experiment.

The experiment was conducted to study 14 workers under conditions which were as close as possible to normal. It was observed that the group evolved its own production norms for each individual worker, which were made lower than those set by the management.

Because of this, workers would only produce that much, undermining the purpose of the incentive system. Workers who attempted to produce more than the standards set by the group were isolated, harassed, or disciplined by the group.

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Therefore, productivity increases when workers are valued, taken care of and concerned about. In addition, getting the opportunity to discuss changes before they are implemented contributes to the rise in productivity. This theory is known as the Hawthorne Effect.

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The Hawthorne experiment is considered one of the most significant social science investigations and is thought to be the cornerstone of the relational approach to management and the growth of organizational behaviour. It signified a great advancement in human behaviour. Managers are to be aware of the criticism evolved through years on such a study before adopting it.

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The Hawthorne Effect showed that when workers felt heard, their productivity increased significantly. This is a terrific lesson for modern leaders who need to listen to their team members patiently. It's crucial to value ideas, and many start-up businesses have benefited from this practice when younger workers' ideas were acknowledged and valued. People are mostly driven by emotional reasons, such as a sense of engagement and attention, rather than economic ones. It's critical that staff members feel as though their opinions are valued and that they are working toward a similar goal.

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The Hawthorne Effect showed that workers typically perform better while they are being observed. But it has different connotations in the modern workplace. Employees hate being under vigilance 24×7, but they want to be observed. They want their good work to be recognized by the leaders and thanked for it without constantly being under observation. Paying attention to what workers are doing will result in some fantastic outcomes.

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Women are increasingly entering male-dominated professions. However, they are frequently made to feel unwelcome by their male peers, which reduces productivity. Employers must be vigilant and make adjustments to create a more favourable environment. The results will be skewed by individualized attention and the common human need to feel "selected."

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When placed in the incorrect group, normally productive employees can start to become unproductive. Meanwhile, being aware of how others are functioning and communicating that awareness can boost productivity. In the Hawthorne experiment, two unproductive employees were swapped out for two productive ones. Due to the two workers' higher productivity and the impact of the disciplinary action on the other employees, production increased after they replaced the two individuals.

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In my opinion, the Hawthorne Effect is a validated theory and could be applied within the organization, though care is to be taken and a limit is to be set. I believe that the utilization of team groups is appropriate since it fosters a sense of camaraderie and competition among teams. To ensure that standards are constantly upheld to the highest possible level, I believe that supervisors must always maintain their role and refrain from interacting with employees on the work floor. There should also be team meetings where employees may voice their opinions and feel valued for their contributions to the business. Moreover, I believe that regular reviews must be conducted regardless of the type of management structure an organization chooses to use in order to maintain a consistent output and high level of quality. All in all, I believe that such a plan will guarantee ongoing organizational management development and a successful business creating maximum efficiency in its output.

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This theory explains that work productivity increases and behaviours are modified under management supervision and/or recognition. As we can see in the video, when Hailey the manager was away, productivity decreased due to the lack of supervision and motivation. However, when security cameras are implemented and rewards were given out, the workers’ productivity significantly increased. Enjoy the video!

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The Hawthorne Effect: Management Theory Skit

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Benefits of the Hawthorne Effect in modern workplaces:

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Benefits of the Hawthorne Effect in modern workplaces:

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The Hawthorne Effect will increase employees productivity, which can help the organization grow as a whole.

When employees are satisfied from their manager, it can increase their confidence and gain them more motivation to do work.