human relation theory,Elton Mayo
HUMAN RELATIONS THEORY
This is a theory in which managers use motivational methods that are not primarily related to money for employee excellence Even though many managers continue to use money as a primary motivator, a number of changes have occurred, both in the assumptions made by managers about their employees and in the approaches used by managers to motivate employee excellence. The origin of many of these changes can be traced to a series of experiments that later became known as the Hawthorne studies. The HUMAN RELATION RELATIONS THEORY was founded by George Elton Mayo, the eldest son of George Gibbes Mayo who was born on the 26 December 1880 in Adelaide, Australia. was an Australian industrial psychologist, sociologist and organizational theorist. In 1927, Elton Mayo and a group of Harvard University researchers met in Cicero, Illinois, at Western Electric Company's Hawthorne, New Jersey plant to begin a study on the relationship between changes in physical working conditions and employee productivity. These investigations, known as the Hawthorne studies, revealed that money and job security are not the only sources of employee motivation and led to the development of the human relations approach to motivation.
By performing controlled experiments in the relay assembly section of the plant, the researchers sought answers to such questions as, "What is the effect of different intensities of light on employee output?" and "How will varying noise levels change worker productivity?" In one experiment, sufficient lighting was provided to a group of six female workers; later the amount of light was reduced. Mayo and his colleagues were baffled to discover that reducing the amount of light has almost no effect on productivity. In some cases, output actually rose. The light intensity was then reduced to about that of moonlight, and again production increased! The researchers began looking for the reason behind this phenomenon.
The research staff pulled
This is a theory in which managers use motivational methods that are not primarily related to money for employee excellence Even though many managers continue to use money as a primary motivator, a number of changes have occurred, both in the assumptions made by managers about their employees and in the approaches used by managers to motivate employee excellence. The origin of many of these changes can be traced to a series of experiments that later became known as the Hawthorne studies. The HUMAN RELATION RELATIONS THEORY was founded by George Elton Mayo, the eldest son of George Gibbes Mayo who was born on the 26 December 1880 in Adelaide, Australia. was an Australian industrial psychologist, sociologist and organizational theorist. In 1927, Elton Mayo and a group of Harvard University researchers met in Cicero, Illinois, at Western Electric Company's Hawthorne, New Jersey plant to begin a study on the relationship between changes in physical working conditions and employee productivity. These investigations, known as the Hawthorne studies, revealed that money and job security are not the only sources of employee motivation and led to the development of the human relations approach to motivation.
By performing controlled experiments in the relay assembly section of the plant, the researchers sought answers to such questions as, "What is the effect of different intensities of light on employee output?" and "How will varying noise levels change worker productivity?" In one experiment, sufficient lighting was provided to a group of six female workers; later the amount of light was reduced. Mayo and his colleagues were baffled to discover that reducing the amount of light has almost no effect on productivity. In some cases, output actually rose. The light intensity was then reduced to about that of moonlight, and again production increased! The researchers began looking for the reason behind this phenomenon.
The research staff pulled