Employees can be considered as an organization most valuable asset. Their development by the organizational administrative possibly is a definition for personnel management. The needs for concern about individuals in an organization had been long time overdue. The Hawthorne studies were a step forward. Such studies was about relations approach through a series of research methods, for instance illuminations and relay assembly test room experiments, interviewing problem and bank wiring observation. This essay will discuss to which extent Personnel management is a legacy of the Hawthorne Studies.
An economic motivation such as incentives was irrelevant in the process of increasing productivity. From the study one can derived that workers’ achievement was solely based on the group decisions. They decided what the right amount of the day was. There are other influential factors that account for the increase of productivity. One can speculate that the workers had their own agenda, given that the impose conditions on them was inefficient. The continuity in the increase of productions could still be observed regardless of the situations.
Group interactions through both formal and informal group existed throughout every organizations. The study implies that informal groups existed alongside formal groups. Such groupings develop their own rules and behavior as well as mechanizations to implement it. The employees were more receptive to their group firmness than to the control and inducements of the executives. The will of individuals to belong to an informal cluster with folks of identical attitude and background is much desirable. One can speculate that workers often sympathize with one another consequently they might have a change in their attitude due to group demands.
The Hawthorne effect is significant when discussing the legacy of Hawthorne studies. This resulted in the workers to modify