Describe Relay Assembly Test Room experiment at Hawthorne

Good communication between the superiors and subordinates can improve the relations and the productivity of the subordinates. Needs must also be satisfied in order to increase productivity. Employees will also work more efficiently, when they believe that the management is interested in their welfare.

relay assembly test room experiment

From this level, try to find out what you can do to boost a sense of teamwork and higher participation in the total success of the business. For example, you can periodically maintain focus group meetings with workers to get their enter on adjustments to the operating procedures that might improve their working circumstances. The informal relations relay assembly test room experiment among workers influence the workers’ behavior and performance more than the formal relation the organization. I thank the author for writing an article on world-famous Hawthorne Experiment carried out by John Elton Mayo and Frederic k Roethlisberger. This epoch-making experiment is the beginning of human resource development in the world.

Describe Relay Assembly Test Room experiment at Hawthorne.

On the other hand, the test team was subjected to varying illumination levels. So initially the team had a medium level of illumination, then a high level of illumination and then the low level of illumination. A few months later the results were obtained which were very much surprising. The control team had shown an increase in productivity even in the constant lighting conditions. But what was more astonishing was the increase in productivity in case of test team as well which was subjected to varying level of lighting throughout the experiments.

Non-economic rewards play a significant role in influencing the behavior of the workers. The amount of work to be done by a worker is not determined by his physical capacity but by the social norms. The Hawthorne Effect is a phenomenon in which individuals alter their behavior in response to being observed, and usually refers to positive changes. Workers participating in a study might, for example, temporarily become more productive as a result of being observed. Finally, researchers realized worker attitudes within the group had been influential as was the extra private ambiance of the check room.

Pay incentives and productiveness measures have been removed, but a researcher was placed into the take a look at room as an observer and the employees had been interviewed. The function of the bank-wiring exams was to watch and research social relationships and social buildings inside a bunch, issues raised by two different important members of the analysis group, W. Boosting productivity from your staff is so simple as paying more consideration to them and their needs and considerations. Making staff feel more appreciated encourages them to improve their efficiency. When Mayo began to undergo the experiment outcomes, he seen that Assembly Room results appeared out of place and illogical.

When employees are treated with respect and dignity, their performance will improve. It was concluded that factors other than light were also important. When we provide necessary gadgets to a workperson the output will enhance to a great extent. Many of the things discussed in the article are practised in many manpower oriented industries.

  • Employees appreciated the opportunity to have enter into operational decisions.
  • Landsberger outlined the Hawthorne impact as a brief-time period improvement in efficiency attributable to observing staff.
  • In due course of time, these experiments became known as Hawthorne experiments or Hawthorne studies.
  • The findings of the experiments led to the invention that the office is a close knit social system and never only a production system.

In the Relay Assembly Test Room, the work was boring and repetitive. It involved assembling telephone relays by putting together a number of small parts. Six women workers were transferred from their normal department to a separate area. The researchers selected two assemblers who were friends with each other.

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Monetary incentives will have a lot of impact on the working class as their income will be less and they will try to get as much as possible for the time that is spent in the workplace. It may not be the case in the case of people who are getting a good salary. My experience says that individual incentive schemes will be more attractive to working persons rather than group incentives.

relay assembly test room experiment

The Hawthorne studies have been conducted in three impartial phases—the illumination checks, the relay-assembly tests, and the financial institution-wiring checks. Although every was a separate experiment, the second and third every developed out of the previous sequence of exams. In the early Twenties Chicago’s Western Electric Hawthorne Works employed 12,000 workers. They concluded that productivity increased in both the cases in spite of varying working conditions because the workers got motivated to work better as they felt that someone was paying attention to them.

Because the Hawthorne studies concluded that typically any change in the office tends to induce the Hawthorne impact, it may be a good suggestion to make changes periodically. Such adjustments can be so simple as those within the unique Hawthorne studies, corresponding to changing the lighting. The best changes are likely to be people who end result from employee input. During the experiment, friendly atmosphere was created, by consulting the workers and listening to their complaints.

He was an Australian Psychologist, Sociologist and organization theorist. Elton Mayo is considered to be the father of human relations theory. These variables accounted for nearly all the variation in productiveness in the course of the experimental interval. Early social sciences could have readily to embrace the original Hawthorne interpretations since it was in search of theories or work motivation that were extra humane and democratic.

Criticism of Hawthorne Experiments

When the results of these experiments were revealed, various industrial organizations realized that they needed to know their employees in a better way. Financial incentives alone won’t motivate employees to work more. This realization led to the human relations movement where managers began to understand their employees in various ways. In this experiment 12 female employees were divided into two groups of six each. The groups were named, yet again, control group and test group.

After further research and consideration, the first two factors were rejected and further checks have been conducted in an attempt to verify the effects of incentives and dealing situations. Finally, researchers realized worker attitudes within the group had been influential as was the more private ambiance of the test room. They concluded factors such as lighting, hours of work, rest intervals, bonus incentives, and supervision affected workers, but the attitudes of the staff experiencing the factors had been of larger significance.

relay assembly test room experiment

In such a situation some negative elements will try to spoil the whole situation. So it is advisable to have individual performance-based incentives. In our organisation, we implemented both the incentives with different types of schemes and because of that, the production cost per piece had reduced a lot. The primary objective of the Hawthorne Studies was to examine how completely different work conditions affected employee productivity.


In due course of time, these experiments became known as Hawthorne experiments or Hawthorne studies. They wanted to investigate the relationship between the level of lighting in the workplace and worker productivity. In other words, they wanted to see how the changes in the environment of the workplace affect the workers. For the purpose of the experiment, the workers were divided into the group of two teams – control and test teams. The control team was subjected to a constant level of illumination each day i.e. the lighting conditions didn’t vary at all.

Several criticisms, together with those of sociologist Daniel Bell, focused on the exclusion of unionized staff within the studies. Sociologists and economists have been the most commanding critics, defending their disciplinary turf more than providing severe criticisms. Individual output remained fairly constant over a period of time. Group, and non-directive supervision held the key for higher productivity. A group of researchers from the Harvard Business School led by Elton Mayo and Fritz Roethlisberger were asked to participate in the investigations in 1927 at the Hawthorne Works of the Western Electric Company in Chicago.

It was concluded that social relationship among workers, participation in decision-making etc. had a greater effect on productivity than working conditions, . This experiment was a little different than the previous experiments. Instead, these 14 males worked as a group in a single room for a few months. The workers were to be paid extra on an individual’s efficiency. On the other hand, the group was also offered an incentive as a whole if it showed an increase in productivity.